Director of Talent Operations

San Juan Regional Medical Center; Farmington (NM); On-site; USD 90,000 - 130,000; Full time

Job summary

San Juan Regional Medical Center is seeking a senior leader for Talent Acquisition/HR Operations to shape and execute staffing strategies for caregivers across the organization.

The role leads sourcing, screening, onboarding, and analytics initiatives, partnering with managers to forecast needs and optimize recruitment ROI in a healthcare setting.

Qualifications

• Bachelor’s degree in HR, Business, Organizational Development (or related field) OR comparable work experience.
• Minimum eight (8) years of experience in talent acquisition, HR management, workforce development OR related experience.
• Proven track record of success in implementing talent acquisition programs.
• Strong analytical, problem-solving, and data-driven decision-making skills.
• Excellent leadership, coaching, and communication skills.
• Proficient in HR information systems and technology.

Responsibilities

• Manages and leads team members who are responsible for finding, selecting and onboarding new caregivers in numbers consistent with established goals and organizational expectations.
• Develops and executes innovative talent acquisition plans designed to improve hiring volumes, the quality of applicants, reduce vacancy rates of critical roles and reduce the organization’s use of contract labor.
• Oversees talent sourcing, recruitment, and onboarding processes, ensuring efficiency and adherence to quality standards.
• Cultivates strong partnerships with hiring managers to understand specific staffing needs, identify ideal candidate profiles, and ensure hiring managers fulfill their role in talent acquisition process.
• Implements technology and data-driven approaches to streamline operations and optimize results.
• Optimizes vendor relationships and evaluates partnerships for maximum ROI.
• Identifies threats to highly reliably talent attraction, selection and onboarding of new caregivers and puts mitigation plans in place to avoid disruptions.
• Partners with the Vice President of Human Resources to ensure that members of the Talent Acquisition team have best-available tools and technologies to source and attract quality applicants.

Skills

Analytical thinking

Problem-solving

Data-driven decision-making

Leadership

Communication

HR information systems

Education

Bachelor’s degree in HR, Business, Organizational Development or related field

Master’s degree in Human Resources, Business, or related field

Tools

Workday

Job description

Required Behaviors

As you go about fulfilling this mission, your work habits and work relationships should embody SJRMC's values. These values are our culture, our identity as an organization. Sacred Trust, Personal Reverence, Thoughtful Anticipation, Team Accountability and Creative Vitality ask more of us than merely completing some list of tasks. Our values ask for a deeper level of commitment, and what is asked of us we freely give because we believe in our mission.

Required Qualifications

Bachelor’s degree in Human Resources, Business, Organizational Development (or related field) OR comparable work experience Minimum additional eight (8) years of experience in talent acquisition, HR management, workforce development OR related experience Proven track record of success in implementing talent acquisition programs Strong analytical, problem-solving, and data-driven decision-making skills Excellent leadership, coaching, and communication skills Proficient in HR information systems and technology

Preferred Qualifications

Master’s degree in Human Resources, Business, or related field Advanced Certification in HR (PHR, SPHR, GPHR, SHRM-CP, etc.) Experience in healthcare talent acquisition Familiarity with employee engagement best practices Experience with Workday system

Duties and Responsibilities

Talent Acquisition:

Manages and leads team members who are responsible for finding, selecting and onboarding new caregivers in numbers consistent with established goals and organizational expectations Develops and executes innovative talent acquisition plans designed to improve hiring volumes, the quality of applicants, reduce vacancy rates of critical roles and reduce the organization’s use of contract labor (and the associated costs) Oversees talent sourcing, recruitment, and onboarding processes, ensuring efficiency and adherence to quality standards Cultivates strong partnerships with hiring managers to understand specific staffing needs, identify ideal candidate profiles, and ensure hiring managers fulfill their role in talent acquisition process Implements technology and data-driven approaches to streamline operations and optimize results Optimizes vendor relationships and evaluates partnerships for maximum ROI Identifies threats to highly reliably talent attraction, selection and onboarding of new caregivers and puts mitigation plans in place to avoid disruptions Partners with the Vice President of Human Resources to ensure that members of the Talent Acquisition team have best-available tools and technologies to source and attract quality applicants

HR Operations:

Streamlines talent acquisition processes, ensuring operational efficiency and adherence to regulatory requirements Manages the HRIS system and HR regulatory compliance teams to ensure adherence to relevant laws and regulations Proactively identifies and addresses operational challenges to ensure smooth and efficient talent management Oversees assigned regulatory compliance responsibilities for HRIS system, including data audits, compliance reviews, and dashboard maintenance Directs HR reporting efforts, including dashboard maintenance, standard report requirements, special reporting, and data requests Oversees job description process and record keeping Ensures necessary creation and maintenance (updating) of Human Resources Policies and Procedures Manages front desk personnel and customer service issues at HR building Leads HR Operations personnel, and partners with HRIS to oversee Workday Help ticket management Partners with Vice President of Human Resources to develop and oversee annual department budget

HR Systems, Reporting, and Analytics:

Partners closely with IT and HRIS teams to fully leverage HR system functionality, improve processes, enhance user experience, and increase system effectiveness Ensures HR system processes are fully documented in sustainable and intuitive manner Ensures two-deep coverage of all key system functionality, department processes, and HR operations tasks through appropriate licensing, training, and ongoing development In partnership with the Vice President of Human Resources, develops and implements key performance indicators (KPIs) for talent acquisition, development, and engagement programs Leverages data analytics to track progress, identify trends, and inform strategic decision-making Generates comprehensive reports and presentations to communicate results and insights to stakeholders Continuously refines talent acquisition, compliance, and operations strategies based on data-driven insights Develops subject matter expertise (SME) with the HRIS Recruiting Module and associated technology platforms

Employee Performance, Development, and Engagement:

Leads and coaches team to achieve performance goals and cultivate continuous improvement focus Designs and implements Talent Acquisition/HR Operations-based employee development programs tailored to individual needs and career aspirations Conducts regular performance evaluations and provide constructive feedback Develops and delivers coaching sessions to equip employees with the skills and knowledge necessary to excel in their roles Fosters a culture of recognition and appreciation, celebrating employee achievements and contributions Identifies and implements initiatives to enhance employee engagement and satisfaction Performs other duties as assigned

Safety, Courtesy, Effectiveness, and Stewardship:

As you go about fulfilling this mission, your work habits and work relationships should embody SJRMC's values. These values are our culture, our identity as an organization. Sacred Trust, Personal Reverence, Thoughtful Anticipation, Team Accountability and Creative Vitality ask more of us than merely completing some list of tasks. Our values ask for a deeper level of commitment, and what is asked of us we freely give because we believe in our mission.

To learn more, visit us at http://www.sanjuanregional.com.