Located in:

Evesham, New Jersey 08053

The Talent Acquisition Business Partner is responsible for supporting full-cycle recruitment while building and managing the systems, processes, data, and infrastructure that support an efficient and scalable talent acquisition function across Consensus Health.

This role partners with HR Business Partners and organizational leaders to recruit talent, improve hiring processes, manage recruiting operations and vendor relationships, oversee onboarding and orientation, and provide meaningful talent acquisition metrics and reporting.

The position combines hands-on recruiting with talent acquisition operations and process improvement, helping Consensus Health attract talent while creating a consistent, efficient, and high-quality hiring and onboarding experience.

Talent Acquisition & Physician Recruitment
• Manage full-cycle recruitment for physicians, advanced practice providers, professional, clinical, corporate, and other critical or difficult-to-fill positions.
• Proactively source and engage active and passive candidates through direct outreach, professional networks, databases, referrals, residency and fellowship programs, associations, job boards, and other recruiting channels.
• Partner with physician, practice, HR, and operational leaders to understand staffing needs, establish priorities, and develop effective recruiting strategies.
• Build proactive pipelines for physician specialties, providers, support staff and other recurring or anticipated workforce needs.
• Screen candidates, coordinate interviews and practice visits, support offer development and negotiation, and maintain candidate engagement through acceptance and onboarding.
• Develop relationships with medical schools, residency and fellowship programs, professional associations, and other provider talent sources.
• Support provider recruitment campaigns, events, and other talent attraction initiatives.

Operations, Onboarding & Systems
• Own and continuously improve the end-to-end recruiting, pre-employment, onboarding, and new hire orientation processes.
• Develop standardized workflows, tools, templates, communications, procedures, and service standards that improve recruiting speed, consistency, and candidate experience.
• Serve as a functional resource for Workday recruiting and onboarding processes and maintain accurate requisition, candidate, hiring, and onboarding data.
• Coordinate background screening, I-9/E-Verify, system access, equipment, required documentation, orientation, and other pre-employment activities.
• Identify opportunities to automate, centralize, or streamline recruiting and onboarding processes and reduce administrative burden.
• Partner with HR, IT, Payroll, Marketing, and operational teams to ensure an efficient transition from candidate through new employee.
• Support HR operational projects, system enhancements, process documentation, audits, and other department initiatives as needed.

HR Business Partner & Employee Relations Support
• Provide HR Business Partner support and coverage based on departmental and organizational needs.
• Advise managers and employees on established HR policies, procedures, performance expectations, and workplace matters.
• Support employee relations matters including performance management, corrective action, employee concerns, investigations, and employee separations.
• Partner with HR Business Partners and HR leadership on workforce changes, organizational initiatives, employee engagement, and other people-related priorities.
• Provide temporary HRBP coverage during absences, vacancies, periods of increased workload, or organizational transitions.
• Identify recurring employee or manager concerns and recommend process, training, or policy improvements.

Analytics, Vendors & Continuous Improvement
• Develop and maintain talent acquisition and HR operational dashboards, metrics, and recurring reporting, including open positions, provider pipelines, time-to-fill, source effectiveness, offer acceptance, hiring activity, and onboarding completion.
• Analyze recruiting and workforce data to identify trends, bottlenecks, and opportunities to improve outcomes.
• Manage relationships with third-party recruiting agencies, physician search firms, background screening providers, job boards, sourcing platforms, and other HR vendors.
• Monitor vendor utilization, performance, cost, and effectiveness and recommend changes as appropriate.
• Partner with HR leadership and Finance to monitor recruiting expenses and external agency utilization.
• Lead process improvement initiatives and recommend technology, workflows, and practices that increase HR efficiency and scalability.

Qualifications
• Bachelor's degree in Human Resources, Business, Healthcare Administration, or related field preferred; equivalent relevant experience will be considered.
• 5+ years of progressive talent acquisition, recruiting, HR operations, or HR Business Partner experience.
• Demonstrated full-cycle recruiting experience; physician, advanced practice provider, or healthcare recruiting experience strongly preferred.
• Experience supporting employee relations, performance management, and general HR matters.
• Experience developing or improving recruiting, onboarding, HR systems, or operational processes.
• Strong knowledge of applicant tracking systems and HR technology; Workday experience preferred.
• Strong analytical, organizational, relationship-building, and project management skills.
• Ability to manage multiple priorities and operate independently in a fast-paced, growth-oriented environment.

Featured Benefits:
• Health, dental, and vision insurance.
• 401K with automatic employer contribution.
• PTO and Paid Holidays.
• Company paid Life Insurance.
• Access to voluntary short and long-term disability insurance.
• Access to additional life insurance.
• Access to a variety of Wellness programs.
The compensation range for this position is $95,000- $105,000 annually.

Compensation is based on the level and requirements of the role.
Salary within our ranges may also be determined by your education, experience, knowledge, skills, abilities, and location, as required by the role, as well as internal equity and alignment with market data.