Physician Recruiter / Provider Talent Acquisition Liaison

Meds Talent LLC; Waimea/Kamuela (HI); Hybrid; USD 75,000 - 110,000; Full time

Job summary

HHSC Kaua’i Region is seeking a Provider Talent Acquisition Liaison to lead recruitment for physicians and healthcare providers across Kaua’i facilities. The role collaborates with executive leadership, medical staff services, and external partners to build robust talent pipelines and ensure seamless onboarding.

The position requires coordinating site visits, housing logistics, and compliant hire processes while managing multiple priorities in a dynamic healthcare environment.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, or related field.
• 2–5 years of professional talent acquisition experience, with preference for healthcare/physician recruitment.
• Driver’s license preferred in Hawaii.

Responsibilities

• Develops and implements recruitment strategies to meet provider staffing needs.
• Sourcing, engaging, and maintaining relationships with physician and provider candidates.
• Coordinate site visits, travel, lodging, and candidate experience during recruitment events.

Skills

Physician recruitment

Locum tenens

Stakeholder management

Education

Bachelor's degree in HR/Business Administration

Job description

A. This is a regional position located in the Human Resources department of the Hawai’i Health Systems Corporation (HHSC) Kaua’i Region, a public corporation of the State of Hawai’i. The HHSC Kaua’i Region encompasses Kaua’i Veterans Memorial Hospital (KVMH) and Samuel Mahelona Memorial Hospital (SMMH), both designated access hospitals (CAH), as well as the Kaua’i Region Clinics and its affiliated entities.

B. The HR department serves as the backbone of organizational operations by managing and administering a wide range of employee-related programs. Its core functions include recruitment, onboarding, and retention of talent, ensuring compliance with labor laws, regulations, and collective bargaining agreements, and overseeing employee relations to foster a positive and productive work environment. The department is responsible for managing compensation and benefits, facilitating training and development programs, maintaining accurate employee records, and addressing workplace safety and workers’ compensation concerns. Additionally, HR plays a vital role in strategic planning, providing guidance to management on policies and practices that align with organizational goals while maintaining compliance with federal, state, and industry standards.

C. The Provider Talent Acquisition Liaison is responsible for planning, coordinating, and executing recruitment strategies to attract, engage, and retain qualified healthcare providers for the HHSC Kauai Region and affiliated entities. This role manages the full-cycle recruitment process, encompassing initial candidate engagement, site visits, offer coordination, onboarding, and housing logistics. The Provider Talent Acquisition Liaison collaborates closely with executive leadership, medical staff services, clinical stakeholders, and external recruitment partners, requiring independent judgment, strong organizational skills, and the ability to manage multiple priorities in a dynamic healthcare environment. This position may necessitate extended hours, weekends, and holidays, and it may require travel to various facilities within the region to fulfill operational requirements.

D. This position reports directly to the Regional Chief Human Resources Officer (RCHRO), position number 109573, or their designee, with a dotted line to the Clinic Administrative Director (CAD), position number 109756, or their designee.

II. MAJOR DUTIES & RESPONSIBILITIES

A. Recruitment Strategy & Workforce Planning 10%

1. Develops and implements strategic recruitment plans to meet current and future provider staffing needs.
2. Collaborates with leadership (Regional Chief Executive Officer, Regional Chief Medical Officer, Medical Directors, and HR) to forecast workforce demands and build proactive talent pipelines.
3. Conducts market research to identify recruitment trends, compensation benchmarks, and sourcing opportunities.
4. Supports the planning and development of new and existing physician practice staffing models.

B. Candidate Sourcing & Relationship Management 10%

1. Sources, engages, and maintains relationships with qualified physician and provider candidates.
2. Builds and maintains long-term pipelines through networking, outreach, and industry partnerships.
3. Represents the organization at conferences, career fairs, and recruitment events.
4. Develops relationships with medical schools, residency programs, and professional organizations.

C. Recruitment Site Visit Coordination 10%

1. Coordinates and manages all aspects of recruitment site visits for prospective providers from initial planning through completion.
2. Develops structured site visit itineraries that include meetings with leadership, clinical staff, and community tours.
3. Arranges travel, lodging, transportation, and scheduling logistics.
4. Ensures a high-quality candidate experience by facilitating seamless communication and execution of all visit details.
5. Serves as the primary point of contact for candidates during the site visit process.

D. Screening, Selection & Interview Coordination 10%

1. Conducts initial candidate screenings and assesses qualifications, experience, and organizational fit.
2. Present qualified candidates to leadership with detailed recommendations.
3. Coordinates interviews, site visits, and follow-up communication.
4. Facilitates communication between candidates and hiring teams throughout the selection process.

E. Offer Coordination & Contract Support 10%

1. Present offer letters to selected candidates.
2. Participates in and supports discussions related to contract terms and negotiations.
3. Coordinates with HR and leadership to ensure offers align with organizational policies and compliance requirements.
4. Ensures timely progression from offer to acceptance and onboarding.

F. Third-Party & Locum Recruitment Management 10%

1. Manages all locum tenens agreements and assignments with third-party recruiters.
2. Works directly with external recruitment firms to source qualified candidates.
3. Manages vendor relationships and ensures contract compliance and performance expectations are met.
4. Coordinates placement timelines and ensures proper documentation and approvals are completed.

G. Provider Onboarding Coordination 10%

1. Creates and coordinates comprehensive onboarding schedules for incoming providers.
2. Coordinates onboarding requirements including EMR training, equipment requests, marketing setup, and departmental orientation.
3. Collaborates with HR, IT, clinical leadership, and operations teams to ensure all onboarding elements are completed in a timely manner.
4. Serves as a central point of coordination to ensure a smooth transition from recruitment to active practice.

H. Housing Management & Coordination 10%

1. Manages scheduling and assignments for provider housing units owned and operated by HHSC.
2. Coordinates provider move-in and move-out processes.
3. Oversees housing availability and utilization to support recruitment and staffing needs.
4. Coordinates maintenance, repairs, and housekeeping services to ensure housing standards are maintained.
5. Serves as a liaison between providers, property management, vendors, and internal departments.

1. Reviews invoices for locum tenens and independent contracted providers for accuracy and compliance with agreements.
2. Ensures timely submission of invoices for payment processing in accordance with organizational policies.
3. Tracks and monitors payments to ensure alignment with contract terms and not-to-exceed limits.

J. Recruitment Operations & Compliance 2.5%

1. Ensures all recruitment activities comply with organizational policies, regulatory requirements, and applicable laws.
2. Maintains accurate and up-to-date candidate records, contracts, and recruitment data.
3. Tracks recruitment metrics and provides regular reports to leadership.
4. Supports credentialing and onboarding coordination in collaboration with HR and administrative teams.

K. Stakeholder Collaboration 2.5%

1. Collaborates with executive leadership, medical directors, and operational teams to align recruitment efforts with organizational goals.
2. Serves as a key liaison between candidates, leadership, HR, and external partners.
3. Provides guidance and updates to stakeholders throughout the recruitment lifecycle.

L. Additional Responsibilities 5%

1. Coordinates medical, Physician Assistant (PA), and Advanced Practice Registered Nurse (APRN) student rotations, as well as clinical rotations for Family Practice (FP) residents from accredited colleges or universities, ensuring seamless integration and effective scheduling to enhance educational experiences.
2. Assist in the orientation and training of new employees within the department as assigned.
3. Assist the manager and team members as needed; adapt positively to changes; support the organization's mission, vision, and values; maintain a cooperative attitude; provide suggestions for workflow improvements; and promptly and effectively communicate any issues to the manager or designee.
4. Ensures compliance with the Health Insurance Portability and Accountability Act (HIPAA) regulations and upholds the highest standards of confidentiality for all facility, employee, and patient information.
5. Fosters and maintains effective communication, exemplifying exceptional customer service, promoting teamwork, collaborating professionally, and supporting positive interactions with patients, visitors, providers, staff, and the community.
6. Follows, applies, and upholds the policies and procedures of The Joint Commission (TJC), Kaua’i Region, HHSC, as well as federal, state, and other regulatory agencies, concerning residents/patients, employees, providers, and visitors.
7. Provides assistance during emergencies, participates in disaster drills, and engages in committee meetings and training sessions.
8. Engages in staff development and is dedicated to enhancing knowledge and skills while sharing acquired insights with colleagues.
9. Maintains compliance with all safety, infection control, and employee health requirements.
10. Reports incidents and usual occurrences promptly in accordance with departmental policies.
11. Performs other related duties as assigned.

III. EDUCATION, EXPERIENCE, CERTIFICATION, LICENSURE

A. Education:

A Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, or a related field. Relevant substitutions may be considered.

B. Experience:

A minimum of two to five (2-5) years of professional experience in talent acquisition, with a preference for candidates who have specific expertise in healthcare recruitment, physician recruitment, and experience working with third-party recruitment firms.

C. Licensure:

A current State of Hawai’i type #3 driver’s license is preferred.

IV. DESIRED SKILLS

A. Knowledge of:

physician recruitment, locum tenens staffing, healthcare industry trends; various computer applications, e.g. word processing, excel spreadsheet, e-mail, database management, and presentation software.

B. Ability to:

independently plan, organize, prioritize, schedule, coordinate, and make decisions relating to assigned tasks; prioritize multiple responsibilities and manage a large workload within strict deadlines; exercise sound judgment; establish rapport and effective working relationships with physicians and clinic administrators; develop alternative solutions to problems; comparing and analyzing data; preparing clear, concise, thorough, meaningful, and grammatically correct written reports, letters, memoranda, and other documents.

C. Additional Preferred Skills:

advanced proficiency in various computer applications, e.g. word processing, excel spreadsheet, e-mail, database management and presentation software; excellent communication skills including negotiation skills; possess strong interpersonal, communication, and organizational skills; excellent problem-solving skills and self-motivation; very strong customer service orientation, positive attitude, highly self-motivated, directed and change oriented.

V. WORKING CONDITIONS / HEALTH & PHYSICAL REQUIREMENTS

A.

Applicants must meet the health and physical requirements deemed necessary to effectively and safely perform the essential functions of the position with or without reasonable accommodation.

B. Working Conditions:

The Provider Talent Acquisition Liaison role operates in a dynamic and collaborative environment, requiring strong interpersonal and communication skills to effectively engage with healthcare providers and internal stakeholders. This position typically involves a combination of remote and on-site work, allowing for flexibility while maintaining close relationships with potential recruits. The Liaison is expected to manage multiple recruitment initiatives simultaneously, necessitating effective time management and organizational abilities. A key aspect of this role includes the ability to travel for recruitment events, conferences, and candidate site visits, as well as maintaining a flexible schedule based on recruitment needs and candidate availability. Additionally, a high level of professionalism and confidentiality is required to ensure trust and integrity throughout the recruitment process, while fostering partnerships and promoting a comprehensive understanding of the local healthcare landscape.

VI. NATURE OF SUPERVISION

A. Supervised by:

the Regional Chief Human Resources Officer (RCHRO), position number 109573, or their designee, with a dotted line to the Clinic Administrative Director (CAD), position number 109756, or their designee.

C. Instructions/Assistance/Review of Work:

The employee operates under general supervision while carrying out daily departmental functions. However, assigned tasks are typically executed independently, with the employee planning and performing their duties in alignment with established procedures and standard practices. In cases of significant uncertainty regarding procedures in atypical situations, the employee consults the supervisor for guidance.