HR Recruiter (Social Work/Therapists)

Sheppard Pratt; Towson (MD); On-site; USD 58,000 - 90,000; Full time

Job summary

Sheppard Pratt is seeking an experienced recruiter to partner with hiring managers, develop sourcing strategies, and guide candidates through the selection process. You will conduct interviews, manage ATS postings, and ensure compliance throughout onboarding and pre-employment screening.

The role emphasizes collaboration with leadership in workforce planning, data-driven hiring decisions, and building talent pipelines for critical positions.

Qualifications

• Customer service orientation demonstrated in interactions with hiring managers, candidates and internal stakeholders.
• Ability to build collaborative relationships with department leaders.
• Proactive problem solving in recruiting while maintaining responsiveness.
• Develops sourcing strategies and recruitment channels to find qualified candidates.
• Reviews applications, conducts initial phone screenings for exempt/non-exempt positions.

Responsibilities

• Partners with hiring managers to understand workforce needs and priorities.
• Designs and executes sourcing strategies across multiple channels.
• Performs phone screenings and behavioral/competency interviews.
• Presents qualified candidates and guides selection process.
• Completes pre-employment screenings and verifies licenses/certifications.
• Collaborates on compensation offers within policy and market practices.
• Advises on approval and exception processes for compensation.
• Manages job requisitions in ATS and maintains candidate records.
• Ensures timely closure of vacancies and ATS documentation.
• Trains hiring managers on recruitment processes and ATS use.
• Onboarding and orientation coordination for new hires.
• Reviews background screening results for compliance.
• Maintains recruitment metrics and provides analytics for workforce planning.
• Develops talent pipelines for hard-to-fill roles and promotes employer brand.

Skills

Customer service

Collaboration

Recruitment

Sourcing strategies

Phone screenings

Behavioral interviews

ATS management

Onboarding

Compliance & reporting

Talent acquisition strategy

Job description

• Demonstrates a strong customer service orientation and commitment to delivering an exceptional experience for hiring managers, candidates, and internal stakeholders.
• Builds collaborative relationships with department leaders to support workforce planning and hiring objectives.
• Proactively identifies and addresses recruitment challenges while maintaining a high level of responsiveness and professionalism.
• Recruitment
• Partners with hiring managers to understand workforce needs, position requirements, and program/unit-specific hiring priorities.
• Develops and executes effective sourcing strategies, including posting opportunities with schools, training programs, professional organizations, and other recruitment channels.
• Reviews applications and resumes to identify qualified candidates and conducts initial phone screenings for exempt and non-exempt positions.
• Conducts behavioral and competency-based interviews to evaluate candidate qualifications, experience, and organizational fit.
• Presents qualified candidates to hiring managers and provides guidance throughout the selection process.
• Ensures completion of all required pre-employment screening activities, including primary source verification of licenses, certifications, registrations, and educational credentials as applicable.
• Collaborates with compensation and hiring leaders to recommend competitive and equitable compensation offers consistent with organizational policies and market practices.
• Advises hiring managers on approval and exception processes when compensation recommendations fall outside established guidelines.
• Manages job requisitions within the applicant tracking system, ensuring postings are accurate, compliant, and published according to organizational policies.
• Maintains accurate candidate records, dispositions, and recruitment activity throughout the hiring lifecycle.
• Facilitates candidate workflow and forwards qualified applicants to hiring managers for consideration.
• Ensures timely closure of vacancies and completion of all required ATS documentation upon hire.
• Provides training, support, and guidance to hiring managers regarding effective use of the applicant tracking system and recruitment processes.
• New Employee Onboarding & Orientation
• Reviews background screening results and collaborates with Recruitment Leadership and Human Resources leadership to ensure compliance with employment eligibility requirements.
• Coordinates and facilitates new hire onboarding and orientation activities to ensure a positive and compliant onboarding experience.
• Serves as a resource for new employees, answering questions and supporting a smooth transition into the organization.
• Documentation, Compliance & Reporting
• Ensures accuracy, completeness, and timely processing of all recruitment, hiring, and onboarding documentation.
• Maintains recruitment metrics and reporting data, including sourcing effectiveness, time-to-fill, candidate flow, and hiring outcomes.
• Monitors recruitment activities to ensure compliance with organizational policies, regulatory requirements, and equal employment opportunity standards.
• Provides recruitment reports, analytics, and insights to support workforce planning and continuous process improvement.
• Develops and maintains talent pipelines for critical and hard-to-fill positions.
• Promotes the organization’s employer brand through networking, community engagement, recruitment events, and social media initiatives.
• Identifies opportunities to improve recruitment processes, candidate experience, and hiring manager satisfaction.
• Utilizes recruitment metrics and market intelligence to drive data-informed hiring decisions.

Responsibilities

• Customer Relations
• Demonstrates a strong customer service orientation and commitment to delivering an exceptional experience for hiring managers, candidates, and internal stakeholders.
• Builds collaborative relationships with department leaders to support workforce planning and hiring objectives.
• Proactively identifies and addresses recruitment challenges while maintaining a high level of responsiveness and professionalism.
• Recruitment
• Partners with hiring managers to understand workforce needs, position requirements, and program/unit-specific hiring priorities.
• Develops and executes effective sourcing strategies, including posting opportunities with schools, training programs, professional organizations, and other recruitment channels.
• Reviews applications and resumes to identify qualified candidates and conducts initial phone screenings for exempt and non-exempt positions.
• Conducts behavioral and competency-based interviews to evaluate candidate qualifications, experience, and organizational fit.
• Presents qualified candidates to hiring managers and provides guidance throughout the selection process.
• Ensures completion of all required pre-employment screening activities, including primary source verification of licenses, certifications, registrations, and educational credentials as applicable.
• Collaborates with compensation and hiring leaders to recommend competitive and equitable compensation offers consistent with organizational policies and market practices.
• Advises hiring managers on approval and exception processes when compensation recommendations fall outside established guidelines.
• Applicant Tracking System (ATS) Management
• Manages job requisitions within the applicant tracking system, ensuring postings are accurate, compliant, and published according to organizational policies.
• Maintains accurate candidate records, dispositions, and recruitment activity throughout the hiring lifecycle.
• Facilitates candidate workflow and forwards qualified applicants to hiring managers for consideration.
• Ensures timely closure of vacancies and completion of all required ATS documentation upon hire.
• Provides training, support, and guidance to hiring managers regarding effective use of the applicant tracking system and recruitment processes.
• New Employee Onboarding & Orientation
• Reviews background screening results and collaborates with Recruitment Leadership and Human Resources leadership to ensure compliance with employment eligibility requirements.
• Coordinates and facilitates new hire onboarding and orientation activities to ensure a positive and compliant onboarding experience.
• Serves as a resource for new employees, answering questions and supporting a smooth transition into the organization.
• Documentation, Compliance & Reporting
• Ensures accuracy, completeness, and timely processing of all recruitment, hiring, and onboarding documentation.
• Maintains recruitment metrics and reporting data, including sourcing effectiveness, time-to-fill, candidate flow, and hiring outcomes.
• Monitors recruitment activities to ensure compliance with organizational policies, regulatory requirements, and equal employment opportunity standards.
• Provides recruitment reports, analytics, and insights to support workforce planning and continuous process improvement.
• Talent Acquisition Strategy
• Develops and maintains talent pipelines for critical and hard-to-fill positions.
• Promotes the organization’s employer brand through networking, community engagement, recruitment events, and social media initiatives.
• Identifies opportunities to improve recruitment processes, candidate experience, and hiring manager satisfaction.
• Utilizes recruitment metrics and market intelligence to drive data-informed hiring decisions.

Requirements

• Work requires Bachelor’s degree plus 1-2 years of related experience or high school plus 3-5 years of progressively more responsible related work experience in order to effectively communicate both verbally and in writing, compose clear communications, and demonstrate knowledge of the employment and interviewing process and associated laws. Experience with electronic applicant tracking system is preferred.
• Work requires analytical ability sufficient to extract information from written material, observation, interviews, and references to screen and recommend applicants and offer rates and recommend recruitment strategy.
• Work requires interpersonal skills to sufficient to effectively represent the organization to applicants, conduct interviews, explain policies and procedures in sometimes difficult situations and to people of varying educational levels and analytical ability, and assist employees with problems and complaints (51-80% of work time).
• Work requires the ability to perform duties during periods of continuous interruptions, pay attention to details, and meet established deadlines, frequently producing a high level of mental/visual fatigue (21-50% of work time).

The pay range for this position is $58,401.82 to $90,195.04 maximum. Pay for this position is determined on a number of factors, including but not limited to, years and level of related experience.