Talent Acquisition Supervisor

SB CLINICAL PRACTICE MANAGEMENT PLAN INC; Saint James (NY); Hybrid; USD 80,000 - 95,000; Full time

Job summary

Stony Brook CPMP is seeking a Talent Acquisition Supervisor to lead day-to-day recruitment for ambulatory locations. You will drive initiatives with integrity and collaborate with HR leadership and stakeholders to modernize processes and candidate experience.

You will manage end-to-end recruitment, partner with department heads to forecast needs, and develop tools and dashboards to support hiring decisions. Hybrid work may be available.

Qualifications

• Bachelor’s degree in Business Administration, Human Resources or related field or 4+ years HR experience.
• 7 years of full-life cycle recruitment experience.
• Healthcare industry knowledge and knowledge of employment law.
• Strong communication and reporting skills; proficient with MS Office.

Responsibilities

• Oversee daily recruitment activities for ambulatory locations and staff.
• Develop and implement recruitment, retention and employer branding strategies.
• Partner with managers to plan staffing and budget needs.
• Create hiring tools, interview guides and process documentation.
• Lead recruitment workshops and organize job fairs and events.
• Generate monthly recruitment metrics and dashboards.

Skills

Communication skills

Strategic thinking

Stakeholder management

Education

Bachelor’s degree in Business Administration, Human Resources or related field

4+ years HR experience in lieu of degree

Tools

Applicant Tracking System (ATS)

MS Office (Outlook, Word, Excel, PowerPoint)

Recruitment dashboards & analytics

Job description

Overview

Talent Acquisition Supervisor - Stony Brook CPMP Human Resources

Location: St. James, NY

Days/Hours: Monday - Friday; 8:30 AM - 5 PM **At the manager’s discretion, this role may be eligible for Hybrid work; this position is only available to New York State Residents.

Salary Range: $80K - $95K (pay will be determined based on experience, preferred qualifications, and education)

Our compensation philosophy aims to provide marketable compensation programs and to compensate employees based on relevant experience and education. Individual compensation discussions begin during the hiring process and may occur during job review and promotional opportunities. Salaries vary depending on experience, education and current market for the position. Human Resources determines the external and internal equitable salary for each employee.

The above salary range (or hiring range) represents Stony Brook CPMP’s good faith and reasonable estimate of the range of possible compensation at the time of posting

Responsibilities

SUMMARY: The Talent Acquisition (TA) Supervisor will be responsible for the daily oversight of the day-to-day recruitment activities for our ambulatory practice locations and employees. The Talent Acquisition Supervisor will drive recruitment initiatives with integrity, creativity and in collaboration with the Human Resources Assistant Director and other stakeholders.

The Talent Acquisition Supervisor will oversee and manage the full life-cycle recruitment for assigned business units with a strong emphasis on the candidate and employee experience while continually identifying new opportunities for key process improvement initiatives to ensure that recruiting programs are aligned with business objectives. This position is responsible to develop strong partnerships with business leaders and managers, to contribute to the development and implementation of short and long-term innovative recruitment, retention and employer branding strategies, and to create tools that educate managers, set clear expectations and improve recruitment related processes and procedures. Must have the ability to think strategically, be dynamic and enthusiastic and take quick initiative. Familiarity with social media, resume databases and professional networks, knowledge of Applicant Tracking System (ATS), understanding of compensation practices, and excellent verbal and written communication skills are required.

At the manager’s discretion, this role may be eligible for hybrid remote work.

Job Duties & Essential Functions

• Supervise and provide directional support where needed to the TA team for the day to day inquires pertaining to recruitment matters.
• Monitor and evaluate recruitment processes and workflows to identify gaps and to increase efficiencies and reduce redundancies. Work closely with Human Resources Assistant Director in planning and implementing process improvements, best practices and process change to optimize efficiencies and other talent acquisition related initiatives.
• Partner with TA Specialists on talent acquisition to provide timely and efficient solutions to broader HR team and the business.
• Partner with hiring managers to identify and plan staffing and retention needs across CPMP.
• Collaborate with HR Team and managers to reinforce and promote a culture of innovation, collaboration, commitment, focus and excellence, starting with the candidate experience.
• Assist in the development of job descriptions to determine the selection criteria for candidates.
• Source candidates through online channels such as social platforms and in person professional networks.
• Screen and recommend qualified candidates to hiring managers for further consideration to hire.
• Keep records of all materials used for recruitment.
• Create and document standard processes and procedures, training materials, tools and guidelines to assist managers through the recruitment and hiring processes (e.g. behavioral interview questions and techniques, evaluation methods, interviewing tips, process checklists and workflows, etc.).
• Collaborate with Human Resources Assistant Director to conduct interview and recruitment workshops, new hire check-ins.
• Organize, host and attend job fairs and recruitment events to build strong candidate pipelines.
• Generate, analyze and maintain monthly recruitment reports, providing useful metrics that may be used to identify trends.
• Periodically review and maintain compensation data.
• Forecast annual hiring needs in collaboration with department heads and finance for each fiscal year’s budget.
• Perform all other duties as assigned by management.

Qualifications

Required Qualifications

• Bachelor’s degree in Business Administration, Human Resources or related field. In lieu of degree, four (4) years of full time Human Resources experience.
• Seven (7) years of full-life cycle recruitment.
• Healthcare industry knowledge.
• Solid understanding of current employment law and ability to learn and follow new developments.
• Demonstrated knowledge of developing recruitment and retention strategies.
• Applicant tracking systems experience.
• Experience creating recruitment dashboards and analytics.
• Demonstrates exceptional communication skills and ability to persuasively deliver clear reports, instruction, and presentations, tailored to various audiences within the organization.
• Proficiency with MS Office (Outlook, Word, Excel and PowerPoint).

Preferred Qualifications

• SHRM-CP/PHR/SPHR/TAS credentials or other Human Resources certifications preferred.
• Supervisory experience within a Human Resources department.
• Healthcare experience is strongly desired.
• Experience with the implementation of recruitment software and application tracking systems.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to communicate with patients, staff and medical providers. The employee must be able to exchange accurate information in these situations. This position is largely sedentary and requires the employee to remain stationary for a majority of the day. Any additional physical demands will be outlined and provided by management.

The responsibilities and tasks outlined in this job description are not exhaustive and may change as determined by the needs of CPMP.

StaffCo is a Professional Employer Organization, commonly referred to as a PEO, duly organized and registered under the New York Professional Employer Organization law. StaffCo and SUNY have entered into a professional employer agreement under which StaffCo is the employer of Stony Brook Clinical Practice Management Plan employees and responsible for all aspects of employment, including hirings, promotions, disciplines, terminations, the day-to-day direction and supervision of work, as well as labor relations and collective bargaining. StaffCo is fully responsible for providing all payroll and human resources services, including the payment of wages, collecting and reporting payroll taxes and maintaining any and all employee benefits. SUNY Stony Brook Hospital is responsible for the operation of the hospital and provision of health care and is the co-employer as is necessary to conduct its responsibilities and for related licensure, regulatory or statutory requirements and obligations.

Given StaffCo’s employment responsibilities, it is deemed the “employer” for employment and labor law purposes. Thus, the employees are private sector employees of StaffCo, not public sector employees of SUNY. The private sector nature of the StaffCo employees has been approved by NYS Civil Service and upheld in a decision by the US National Labor Relations Board.

CPMP provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, gender identity or expression, or any other legally protected status. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall and transfer, leaves of absence, compensation and training.

CPMP expressly prohibits any form of workplace harassment based on race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, gender identity, or any other legally protected status. Improper interference with the ability of CPMP’s employees to perform their job duties may result in discipline up to and including discharge.