Talent Acquisition Manager

Kaiser Permanente; Duluth (GA); Hybrid; USD 90,000 - 120,000; Full time

Job summary

Kaiser Permanente is seeking a recruiting leader to manage diverse candidate pipelines and oversee screening for complex roles across multiple units in the United States. The role partners with HRBPs and design teams to align talent acquisition with business goals and regulatory requirements.

The ideal candidate has substantial leadership experience in recruitment, strategic planning skills, and the ability to develop long-term TA strategies while ensuring policy compliance and effective

Qualifications

• Minimum three (3) years experience in a leadership role.

Responsibilities

• Ensures a diverse candidate pool and develops a wide candidate pipeline for multiple business units.
• Manages candidate screening and selection for complex positions across multiple service lines or regions.
• Develops short-term and long-term talent acquisition strategies in partnership with cross-functional leaders.
• Manages the reporting of recruiting and hiring information by reviewing and distributing reports.
• Provides guidance on recruiting policies, procedures, and documentation to leadership.

Skills

Leadership

Strategic planning

Cross-functional collaboration

Education

Bachelor's degree in HR / Business

Job description

Job Summary:

This manager level position is primarily responsible for ensuring a diverse candidate pool and developing a wide candidate pipeline for multiple business units, managing candidate screening and selection for complex positions across multiple services lines or regions, and managing the reporting of Company recruiting and hiring information.

This position manages complex recruiting activities and develops, aligns, and implements short-term and long-term talent acquisition strategies in partnership with cross-functional leaders (e.g., HRBPs, TA Strategy & Design, Succession Planning, Diversity, etc.).

Essential Responsibilities:

• Pursues professional growth and provides developmental opportunities for others by soliciting and acting on performance feedback; building collaborative, cross-functional relationships; training and developing talent for growth opportunities; delegating tasks and decisions; fostering open dialogue amongst team members; executing performance management guidelines and expectations; and working closely with employees to set goals and provide open feedback and coaching to drive performance improvement.
• Manages designated work unit by translating business plans into tactical action items; ensuring all policies and procedures are followed; delegating tasks to meet goals and objectives; overseeing the completion of work assignments; aligning team efforts; building accountability for and measuring progress in achieving results; identifying and addressing improvement opportunities; removing obstacles that impact performance; and guiding performance and developing contingency plans accordingly.
• Ensures a diverse candidate pool and development of a wide candidate pipeline for multiple business units by defining organizational sourcing strategies; building and maintaining relationships with external vendors (e.g. job boards, external search) to ensure adequate sourcing and candidate identification; reviewing candidate flow statistics; and recommending strategies for optimal sourcing to hiring managers and recruiters.
• Manages candidate screening and selection for complex positions across multiple service lines or regions by defining processes for determining applicant requirements; determining candidate interviewing and qualification strategies (e.g. behavioral based interviewing, assessment); defining strategies to identify minimum and preferred qualifications requirements to categorize applicants and narrow the candidate pool; and coordinating management interviews.
• Manages the reporting of Company recruiting and hiring information by reviewing and distributing reports and analyses; designing and implementing new reports; gaining buy-in from stakeholders; and ensuring reporting requirements are met.
• Manages complex recruiting activities by ensuring team members provide specialized consultation on recruiting and hiring issues; conducting and reviewing research and providing advice and assistance on employment related regulations both at the State and Federal level; serving as a point of advice, problem resolution, and facilitation for escalated recruiting issues; advising employees and management regarding recruiting policies, procedures, and documentation; providing advice regarding recruiting issues to leadership; managing the research, identification, and analysis of recruiting concerns; managing problem resolution; and reviewing recruiting data and process audits.
• Develops, aligns, and implements short-term and long-term talent acquisition strategies in partnership with cross-functional leaders (e.g., HRBPs, TA Strategy & Design, Succession Planning, Diversity, etc.) by collaborating with key stakeholders to create action plans, set direction, and establish goals; implementing process improvement plans related to recruitment systems, policies and processes, and performance; consulting and communicating with senior leaders regarding talent acquisition strategies, short/long term objectives, and alignment with organizational goals and initiatives; ensures service level agreements lead to the delivery of high quality and cost-effective talent acquisition services; developing, analyzing and reporting on success against workforce and recruitment/hiring metrics; and collaborating with HR Leaders to evaluate the effectiveness of recruitment services, including establishment of performance metrics and measurement of client satisfaction.

Minimum Qualifications:

• Minimum three (3) years experience in a leadership role with or without direct reports.
• Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum six (6) years experience in human resources or business operations, including at least 3 years in recruitment. Additional equivalent work experience in a directly related field may be substituted for the degree requirement.

Preferred Qualifications:

• Four (4) years recruitment experience sourcing, screening, and selection of candidates for high volume positions.
• Four (4) years recruitment experience sourcing, screening, and selection of candidates for hard to fill, professional and/or licensed positions.