POSITION SUMMARY:

The Director of Talent Acquisition, is a critical organizational leadership role which oversees the full life cycle recruitment within the Department of Talent Acquisition, acts as a strategic recruitment resource, and ensures project management deliverables. The individual should be a passionate leader who is expected to plan, develop, execute and direct the strategies, processes and programs to drive a successful talent acquisition and retention program. The Director is expected to work proactively to anticipate hiring needs, leverage recruiting resources and identify the best candidates to match the staffing/requisition requirements.  They will work closely with senior leadership and HR business partners to ensure that recruiting and sourcing strategies consistently align with the Hospital’s business objectives.

This individual is responsible for the company’s overall recruitment process, which includes strategic sourcing from online databases, recruiting agencies, networking, and utilize other creative sourcing practices.  The Director must maintain in-depth knowledge of emerging trends within the market in order to best align talent competencies and capabilities with business strategies.  S/he is responsible for managing the recruiting budget and oversees a team of 10 recruiters and a number of other individuals within the staffing area.

Position: Director,

Department: Talent Acquisition

Schedule: Full Time

ESSENTIAL RESPONSIBILITIES / DUTIES:

 Manage the daily operations of the Staffing Department

• Manage the Talent Acquisition team by providing strong leadership and direction in order to attract and retain the best talent in the market.
• Establish and maintain consistent policies and procedures for BMC-wide recruitment.  Provides ongoing policy and procedure communication and training, when applicable, to managers.
• Collaborate cross-functionally within and external to the Human Resources organization to implement top-notch recruitment and retention strategies, including creative practices and sourcing strategies.
• Collaborate with client managers and other employees to resolve recruitment and staffing issues; engage Staffing team to strategize potential solutions.
• Partner with BMC management to assess workforce needs for each department in terms of talent acquisition and, with recruiters, develop strategies and tactics to meet those needs.
• Provide key leadership and subject matter expertise to the medical center when staffing obstacles/issues arise; either internal or external.
• Responsible for training, coaching, and developing new Talent Acquisition Partners, Human Resources Assistants and coordinating introductory meetings with all divisional directors and with members of the Employment and Employee Relations staff.
• Assist in the training of the recruitment module of Workday for all members of TA.Maintain a knowledge base of current trends in the TA discipline and identify new methods (technology/practice/processes) that will enhance the recruitment process.

Act as a strategic recruitment resource

• Ensure that BMC is well-positioned in the market, such that the branding of the BMC workforce is correctly and robustly portrayed, ensuring the attracting of a highly-qualified and diverse workforce.
• Develop strategic recruiting plans based on company goals and business needs.  Develop strong relationships with cross-functional hiring managers to advise and assist in the hiring and development process.
• Continually evaluate resources so that the strategic effort of the TA team is being met.  Request and re-assign resources as needed so that recruitment effort can be executed with most robust effect
• Enhance staffing strategy by gathering and sharing competitive intelligence on national, state and local market trends, ensuring best practice.
• Will assist in the training for staff and hiring managers to maintain a high performing and motivated workforce.
• Respond to questions and concerns from managers and other employees regarding Employment; work with recruiters to strategize on solutions.
• Lead and manage specific projects that may arise to meet recruiting needs at BMC, including workforce expansions, partnerships with external clients, and drives to meet public health needs.
• Meet and report regular to the BMC executive team to communicate performance, trends, and identify areas of opportunity to further maximize recruitment delivery.

Manage the relationships with search firms and contingent temporary and permanent placement agencies

• Manage high-level searches, including the evaluation and selection of search firm, development of recruiting strategy with senior leader, and acting as an administrator and advisor to the search in all stages.
• Work with Legal and Budget Department on any existing contracts; continue to re-evaluate contracts to ensure vendor performance and adherence to contract.  Review proposals of other vendors when appropriate.
• Provide training to managers on vendor contracts

Collaborate with HRIS team to generate key compliance and statistical reports

• Run weekly, monthly and quarterly reports such as time to fill, EEO reports, applicant reports and the vacancy reports through Workday recruitment module.
• Analyze, review, and provide solutions on HR data to HR senior management.

General Operations/Project Management

• Manage client expectations and address difficult prioritization decisions, as well as influence managers to adopt HR policies and programs as necessary.
• Act as point of contact for managing the compliance of all new hires in partnership with Occupational & Environmental Medicine.
• Work as part of a team to develop and implement diversity recruitment and retention programs and with workforce diversity reporting.
• Provide strategic recommendations to management regarding human resources policies and procedures. 

Other

• Utilize Boston Medical Center’s values as the basis for decision-making and to facilitate the division’s hospital mission.
• Follows established hospital infection control and safety procedures.
• Performs other duties as assigned.

JOB REQUIREMENTS

EDUCATION:

• Bachelor’s Degree Required

EXPERIENCE:

• 5-10 years of full life-cycle recruiting experience, with at least 5 years of management/supervisory experience
• Previous experience in a unionized environment is preferred, as well as a solid understanding of employment, employee relations and critical HR issues.

KNOWLEDGE AND SKILLS:

• Proven success developing and executing recruiting strategy in order to attract and retain top talent.
• Ability to collaborate effectively with peers and managers at all levels as well as external customers.
• Must be able to manage and perform multiple tasks and with the proven ability to persuade and influence decision-makers.
• Team player with enthusiasm, good judgment, and the ability to solve problems effectively.
• Ability to motivate and evaluate staff.
• Knowledge of recruitment process and best practice sourcing.
• Experience working with search firms, temp agencies, outside consultants, professional and community organizations, and educational institutions.
• Strong knowledge of applicable Federal and State Employment Laws.
• Incorporates best practices associated with Diversity, Equity and Inclusion.
• Excellent interpersonal skills and the ability to communicate effectively, both written and verbally with peers and managers at all levels.
• High energy level, comfortable performing multiple projects, as assigned, in conjunction with day-to-day operations.
• Possess strong computer skills, including expertise with MS Excel, PowerPoint and Project.
• Significant experience using applicant tracking systems (Workday preferably) and HRIS Systems (Workday preferably).

Compensation Range:

This range offers an estimate based on the minimum job qualifications. However, our approach to determining base pay is comprehensive, and a broad range of factors is considered when making an offer. This includes education, experience, skills, and certifications/licensures as they directly relate to position requirements; as well as business/organizational needs, internal equity, and market-competitiveness. In addition, BMCHS offers generous total compensation that includes, but is not limited to, benefits (medical, dental, vision, pharmacy), discretionary annual bonuses and merit increases, Flexible Spending Accounts, 403(b) savings matches, paid time off, career advancement opportunities, and resources to support employee and family well-being. 

NOTE: This range is based on Boston-area data, and is subject to modification based on geographic location.

Equal Opportunity Employer/Disabled/Veterans

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