Faculty Recruiter

University of Wisconsin Madison; Madison (WI); On-site; USD 72,000 - 88,000; Full time

Job summary

University of Wisconsin—Madison is seeking a Faculty Recruiter to manage the faculty recruitment process for School of Medicine and Public Health departments. The role focuses on sourcing, interviewing, and onboarding faculty while building talent pipelines and advising management on recruitment best practices.

The position emphasizes strong HR expertise, adherence to documentation standards, and collaborative cross‑functional work within a large academic health system.

Qualifications

• At least 3 years of experience in Human Resources with progression in recruitment policies and/or processes.
• Experience using applicant tracking systems (ATS) and other recruitment technologies to manage full lifecycle recruitment and maintain candidate records.
• Experience contributing to improvements in customer support, documentation, or compliance metrics within recruitment workflows.

Responsibilities

• Contribute to workforce planning strategies and objectives for the unit.
• Source, recruit, interview, and recommend external and internal candidates for hire.
• Process lifecycle recruitment transactions with accuracy and timeliness according to established rules and regulations.
• Serve as a subject matter expert and liaison to management on recruitment best practices and applicable policies.
• Analyze, compile, and disseminate recruitment records per policies and procedures.
• Deliver health system HR priorities to achieve unit objectives with high consistency across the health system.

Skills

HR Expertise

Documentation Compliance

Communication

Process Management

Analytical Thinking

Recruitment Knowledge

Education

Associate’s Degree, Preferred

Job description

Job Summary

The Faculty Recruiter provides overall management of the faculty recruitment process for selected departments within the School of Medicine and Public Health. Responsibilities include recruitment, marketing, outreach, appointment processing, and onboarding of new faculty. The incumbent employs strategies to attract both passive and active job seekers, establishing a talent pipeline.

Additional Position Details

• Terminal, 24‑month appointment
• Potential for extension or conversion to a continued appointment based on need and funding
• Work may be performed in‑person on site or remotely from a non‑campus location

Knowledge, Skills, and Abilities

HR Expertise

• Ability to assess and interpret job criteria and operational needs for consistent, effective candidate sourcing

Documentation Compliance

• Strong attention to detail in reviewing, tracking, and maintaining recruitment records to ensure completeness, accuracy, and policy compliance

Communication & Customer Support

• Maintain confidentiality and handle sensitive situations with tact and discretion
• Strong interpersonal and customer‑service skills, advising management on complex policies and recruitment best practices while building strong partnerships
• Develop lasting relationships with candidates, anticipate needs, manage expectations, and represent the organization professionally to attract and retain physician talent

Process Management & Data Administration

• Strong proficiency in organizing and prioritizing high‑volume workloads
• Use HR systems and databases to manage end‑to‑end recruitment processes, including intake, tracking, updates, and closure
• Skill in developing and maintaining collaborative relationships within a cross‑functional team environment

Analytical Thinking & Problem Solving

• Problem‑solve or elevate to appropriate parties based on severity, complexity, or urgency of a situation
• Critical thinking skills to evaluate data, documentation, and trends for decision‑making and process improvement

Preferred Competencies

• Skill in developing highly targeted sourcing strategies based on unique operational needs
• Knowledge of recruitment documentation standards and audit practices to ensure legal compliance
• Ability to analyze recruitment data, trends, and business needs to contribute to workforce planning strategies

Key Job Responsibilities

• Contribute to the development of workforce planning strategies and objectives for a specified work unit
• Source, recruit, interview, and recommend external and internal candidates for hire
• Process lifecycle recruitment transactions in various mediums to ensure accurate and timely entry of necessary information as required by established rules and regulations
• Serve as a subject matter expert and liaison to management to provide advice on recruitment best practices and disseminate applicable policies and procedures
• Analyze, compile, and disseminate recruitment records according to established policies and procedures
• Deliver and implement health system HR priorities to achieve business unit objectives while ensuring high consistency throughout the health system

Department

School of Medicine and Public Health, Human Resources

Compensation

Starting salary is $80,000 annually, negotiable based on experience and qualifications. Employees may receive benefits such as generous vacation, holidays, sick leave, competitive insurances, savings accounts, and retirement benefits.

Required Qualifications

• At least 3 years of experience working in Human Resources with demonstrated career progression in navigating and providing consultation on recruitment policies and/or processes
• Experience utilizing applicant tracking systems (ATS) and other recruitment technologies to manage the full recruitment lifecycle, maintain accurate candidate records, and support efficient hiring processes
• Experience contributing to improvements in customer support, documentation, or compliance metrics; preferably through processes or workflows related to recruitment

Preferred Qualifications

• At least 1 year of experience working directly within an academic and/or healthcare environment
• Experience working within a multi‑person process or workflow

Education

• Associate’s Degree, Preferred

Employment Eligibility

University sponsorship is not available for this position, including transfers of sponsorship and TN visas. The selected applicant must provide proof of work authorization and eligibility to work in the United States (citizen, lawful permanent resident, or foreign national authorized to work without employer sponsorship) on or before the effective date of appointment. The position requires continuous work eligibility.

Contact Information

Aisha Liebenow, [e-mail]

Relay Access (WTRS): 7‑1‑1. See RELAY_SERVICE for further information.

Diversity, Equity, and Inclusion Statement

Diversity is a source of strength, creativity, and innovation for UW‑Madison. We value the contributions of each person and respect the profound ways their identity, culture, background, experience, status, abilities, and opinion enrich the university community. We commit ourselves to the pursuit of excellence in teaching, research, outreach, and diversity as inseparably linked goals. The University of Wisconsin‑Madison fulfills its public mission by creating a welcoming and inclusive community for people from every background – people who as students, faculty, and staff serve Wisconsin and the world.

Equal Opportunity Employer.

Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, age, pregnancy, disability, or status as a protected veteran and other bases as defined by federal regulations and UW System policies.

Visit the Human Resources Workplace Poster website for federal and state required postings. To request a disability or pregnancy‑related accommodation for any step in the hiring process, please contact the Divisional Disability Representative (DDR) in the division you are applying to.

Employment may require a criminal background check. It may also require your references to answer questions regarding misconduct, including sexual violence and sexual harassment. The University of Wisconsin System will not reveal the identities of applicants who request confidentiality in writing, except that the identity of the successful candidate will be released. The Annual Security and Fire Safety Report contains current campus safety and disciplinary policies, crime statistics for the previous 3 calendar years, and on‑campus student housing fire safety policies and fire statistics for the previous 3 calendar years. UW‑Madison will provide a paper copy upon request; please contact the University of Wisconsin Police Department.