TALENT ACQUISITION & HUMAN RESOURCES GENERALIST

POSITION SUMMARY

The Talent Acquisition & HR Generalist is a hands-on individual contributor responsible for both full-cycle talent acquisition and day-to-day HR support across Texas Institute for Neurological Disorders and US Neurology Associates.

This role will manage recruiting for clinical and administrative positions while also serving as a trusted resource to managers and employees on onboarding, employee relations, benefits, HR policies, performance management, leave-related matters, HRIS administration, and other employee lifecycle activities.

The ideal candidate is a strong recruiter who has developed into a capable HR generalist or an HR generalist with significant recruiting experience and is comfortable working independently in a fast-paced, multi-site healthcare environment. This person should be able to move seamlessly between sourcing a difficult-to-fill position, advising a manager on an employee issue, coordinating a new hire's onboarding, and maintaining accurate HR records.

Priorities will shift based on organizational hiring needs and employee lifecycle demands.

KEY RESPONSIBILITIES

Talent Acquisition

• Manage full-cycle recruiting for clinical and administrative positions, including requisition intake, job postings, sourcing, candidate screening, interview coordination, reference checks, and offer preparation.
• Partner with hiring managers to understand position requirements, establish interview plans, and set realistic hiring timelines.
• Develop and maintain active candidate pipelines for recurring and hard-to-fill positions, including clinical support, patient access, and other healthcare roles.
• Monitor recruiting activity and provide regular visibility into open positions, candidate pipelines, time-to-fill, and source-of-hire metrics.
• Ensure a consistent, professional, and positive candidate experience throughout the recruiting process.
• Coordinate with external recruiters and staffing agencies when specialized or physician-level searches require outside support.
• Identify recruiting challenges and recommend practical solutions to improve speed, candidate quality, and hiring outcomes.
• Support employment offers, background checks, pre-employment requirements, and transition from candidate to new hire.

HR Generalist

• Serve as a primary day-to-day HR resource for employees and managers regarding HR policies, benefits, PTO, attendance, performance, and general employee questions.
• Support managers with routine employee relations matters, including performance concerns, attendance issues, coaching, corrective action, and documentation.
• Assist with employee investigations and higher-risk employee relations matters, escalating appropriately to leadership or external HR/legal resources.
• Lead new-hire onboarding, including offer logistics, required documentation, orientation coordination, system access coordination, and first-week follow-up.
• Coordinate employee offboarding and ensure timely completion of termination documentation and related processes.
• Maintain accurate employee records and HRIS data, including new hires, status changes, transfers, promotions, leaves, and terminations.
• Support benefits administration, including employee questions, enrollment changes, open enrollment, and coordination with benefits brokers and carriers.
• Help administer HR policies and procedures, including PTO, performance management, leave, attendance, and other employee programs.
• Support performance review processes and provide managers with guidance and tools for effective performance management.
• Assist with leave administration and related documentation, including FMLA, ADA accommodations, and other applicable leave requirements.
• Identify recurring HR issues and recommend process improvements to strengthen the employee experience and manager support.

Compliance & HR Operations

• Maintain accurate, confidential, and audit-ready employee records and employment documentation.
• Ensure recruiting and HR practices are consistent with applicable federal and state employment requirements.
• Maintain and monitor required employment documentation, including I-9s and personnel records.
• Partner with Medical Staff Services on provider onboarding and credentialing handoffs as appropriate.
• Support compliance-related audits, reporting, and documentation requests.
• Maintain confidentiality and exercise sound judgment when handling sensitive employee and organizational information.
• Stay current on relevant employment law and HR practices and escalate complex or high-risk matters appropriately.

Cross-Functional Partnership

• Partner closely with practice managers, clinic operations, leadership, and other departments to anticipate staffing needs and address employee-related issues.
• Build strong working relationships with managers across multiple DFW locations.
• Provide managers with timely, practical HR guidance while ensuring issues are handled consistently and appropriately.
• Help identify workforce trends, recurring employee issues, and operational gaps that may require broader HR or leadership attention.
• Support HR and operational initiatives designed to improve employee retention, engagement, and organizational effectiveness.

QUALIFICATIONS

Required

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Minimum of 3 years of combined experience in talent acquisition and HR generalist functions.
• Demonstrated experience managing full-cycle recruiting independently, from requisition intake through offer.
• Working knowledge of federal and state employment requirements, including FMLA, ADA, wage and hour requirements, and basic employment compliance.
• Experience supporting employee relations, performance management, onboarding, and other core HR functions.
• Experience working with an applicant tracking system (ATS) and HRIS.
• Strong organizational skills with the ability to manage competing priorities across multiple locations.
• Strong written and verbal communication skills.
• Sound judgment and discretion when handling confidential employee information.
• Ability to work independently while partnering effectively with managers and leadership.

Preferred

• Experience in healthcare, clinical, physician practice, or other multi-site environments.
• Experience recruiting clinical and healthcare support positions.
• PHR, SHRM-CP, or similar HR certification.
• Experience supporting benefits administration and open enrollment.
• Familiarity with provider onboarding, credentialing, or medical staff processes.
• Experience working in a growing or evolving organization where HR processes are still being developed and improved.

SUCCESS FACTORS

• Open positions are filled within agreed-upon hiring timelines with strong candidate quality.
• Managers have clear visibility into recruiting activity, candidate pipelines, and hiring status.
• New hires experience a consistent, organized, and well-documented onboarding process.
• Managers and employees view HR as responsive, accessible, and solutions-oriented.
• Routine employee relations matters are addressed promptly, consistently, and appropriately.
• Employee records, HRIS data, and compliance documentation are accurate and audit-ready.
• HR processes become increasingly standardized, efficient, and scalable as the organization grows.
• Issues requiring leadership or legal involvement are identified and escalated appropriately.

Benefits:

• 401(k)
• 401(k) matching
• Health insurance
• Vision insurance

Ability to Commute:

• Frisco, TX 75034 (Required)

Work Location: In person

Salary : $57,045 - $76,118