University of Maryland Medical System
Director, Talent Acquistion
University of Maryland Medical System, Linthicum, Maryland, United States,
Company DescriptionRenowned as the academic flagship of the University of Maryland Medical System, our Magnet-designated facility is a nationally recognized, academic medical center with opportunities across the continuum of care. Come join UMMC and discover the atmosphere where talents and ideas come together to enhance patient care and advance the science of nursing. Located in downtown Baltimore near the Inner Harbor and Camden Yards, you won’t find a more vibrant place to work!
Job DescriptionGeneral Summary
Responsible for talent acquisition function by overseeing operational activities and ensuring compliance with department and regulatory standards, including advertising, interviewing, testing, selecting candidates, checking references, negotiating employment offers, relocation and new hire orientation. Manages ongoing relationships with recruitment agencies to ensure service standards are met. Oversees staff and resources of department and establishes departmental policies and procedures. Delivers talent acquisition strategies to improve processes, tools, programs, and delivery channels to increase return on investment and operational efficiencies. Provides leadership, training, coaching, and guidance to department staff and hiring leaders on full-cycle recruiting process, including interviewing best practices, offer recommendations, job offer negotiations, closing offers and job offer creation.
Principal Responsibilities and Tasks
In partnership with senior leadership, oversees talent acquisition programs and processes, ensuring adequate resource allocations, budget, timelines, and deliverables for assigned Member Organizations (MOs) and/or departments.
Oversees the full-cycle recruiting process; measures KPIs for each part of the process, understands market competitiveness and coordinates recruiter communication, leads the interview process to ensure a strong positive candidate experience, and provides interview feedback and training.
Develops and implements strategies to attract and maintain a highly skilled and engaged workforce by diagnosing capability gaps, recruiting, and developing talent and mentoring.
Collaborates with senior leadership to refine and execute a comprehensive talent plan to build a sustainable talent pipeline.
Demonstrates a ‘best in class” service delivery mindset in working with leadership to align talent acquisition resources to support business needs.
Analyzes statistical data to validate the talent selection process and implements best practices to strengthen the process.
Establishes partnerships with other HR departments to ensure job offers align with internal equity and market competitive objectives.
Participates in the development and execution of professional career paths across MOs. Works with functional business leaders to identify critical skills, competencies, and experiences required for advancement.
Oversees the department budget. Works with human resources and finance leaders to manage the expense and ongoing investment in talent.
Tracks and measures outcomes of initiatives and programs to determine their effectiveness and ensure alignment with forward-looking strategic priorities; uses the talent scorecard to drive focus and outcomes.
Partners with senior leadership to develop, implement and measure strategic workforce plans for assigned MOs and/or departments, including developing external recruitment strategies, internal career pathway programs, retaining the current workforce and measuring premium labor use and spend.
Coaches talent acquisition team on developing and measuring hiring goals and implementing recruitment strategies.
Partners with local, regional and national colleges, universities and technical schools to implement and measure effective student pipeline programs. Implements high school recruitment strategies to build the future workforce of the UMMS.
Knowledge, Skills, and Abilities
Proven experience in end-to-end talent solutions.
Demonstrated experience in leading organizational change or transformation initiatives.
Participate in decisions on the overall strategy and direction of the Talent Acquisition function.
Ability to think strategically, understand business needs, and translate ideas to action that have organizational impact.
Ability to communicate verbally and in writing complex information to all levels of staff and management.
Ability to influence and partner with stakeholders at all levels in the organization.
Ability to lead collaborative teams across functional areas.
Ability to establish priorities, develop policies, and allocate resources.
Actively builds and grows the assigned Talent Acquisition team by coaching and mentoring team members.
Collaborate with other functional areas of Human Resources to achieve organizational and department goals.
Qualifications
Education and Experience
A Bachelor’s degree with a concentration in Business, Human Resources, Organizational Psychology, Healthcare Administration, or related field.
A minimum of five (5) years of Human Resources, Talent Acquisition or related management experience is required. Experience in a healthcare or service-oriented environment is preferred.
Experienced in evaluating and implementing tools, processes, technology, and infrastructure required to attract, retain, develop, and grow the organization.
Additional Information
All your information will be kept confidential according to EEO guidelines.
#J-18808-Ljbffr
Job DescriptionGeneral Summary
Responsible for talent acquisition function by overseeing operational activities and ensuring compliance with department and regulatory standards, including advertising, interviewing, testing, selecting candidates, checking references, negotiating employment offers, relocation and new hire orientation. Manages ongoing relationships with recruitment agencies to ensure service standards are met. Oversees staff and resources of department and establishes departmental policies and procedures. Delivers talent acquisition strategies to improve processes, tools, programs, and delivery channels to increase return on investment and operational efficiencies. Provides leadership, training, coaching, and guidance to department staff and hiring leaders on full-cycle recruiting process, including interviewing best practices, offer recommendations, job offer negotiations, closing offers and job offer creation.
Principal Responsibilities and Tasks
In partnership with senior leadership, oversees talent acquisition programs and processes, ensuring adequate resource allocations, budget, timelines, and deliverables for assigned Member Organizations (MOs) and/or departments.
Oversees the full-cycle recruiting process; measures KPIs for each part of the process, understands market competitiveness and coordinates recruiter communication, leads the interview process to ensure a strong positive candidate experience, and provides interview feedback and training.
Develops and implements strategies to attract and maintain a highly skilled and engaged workforce by diagnosing capability gaps, recruiting, and developing talent and mentoring.
Collaborates with senior leadership to refine and execute a comprehensive talent plan to build a sustainable talent pipeline.
Demonstrates a ‘best in class” service delivery mindset in working with leadership to align talent acquisition resources to support business needs.
Analyzes statistical data to validate the talent selection process and implements best practices to strengthen the process.
Establishes partnerships with other HR departments to ensure job offers align with internal equity and market competitive objectives.
Participates in the development and execution of professional career paths across MOs. Works with functional business leaders to identify critical skills, competencies, and experiences required for advancement.
Oversees the department budget. Works with human resources and finance leaders to manage the expense and ongoing investment in talent.
Tracks and measures outcomes of initiatives and programs to determine their effectiveness and ensure alignment with forward-looking strategic priorities; uses the talent scorecard to drive focus and outcomes.
Partners with senior leadership to develop, implement and measure strategic workforce plans for assigned MOs and/or departments, including developing external recruitment strategies, internal career pathway programs, retaining the current workforce and measuring premium labor use and spend.
Coaches talent acquisition team on developing and measuring hiring goals and implementing recruitment strategies.
Partners with local, regional and national colleges, universities and technical schools to implement and measure effective student pipeline programs. Implements high school recruitment strategies to build the future workforce of the UMMS.
Knowledge, Skills, and Abilities
Proven experience in end-to-end talent solutions.
Demonstrated experience in leading organizational change or transformation initiatives.
Participate in decisions on the overall strategy and direction of the Talent Acquisition function.
Ability to think strategically, understand business needs, and translate ideas to action that have organizational impact.
Ability to communicate verbally and in writing complex information to all levels of staff and management.
Ability to influence and partner with stakeholders at all levels in the organization.
Ability to lead collaborative teams across functional areas.
Ability to establish priorities, develop policies, and allocate resources.
Actively builds and grows the assigned Talent Acquisition team by coaching and mentoring team members.
Collaborate with other functional areas of Human Resources to achieve organizational and department goals.
Qualifications
Education and Experience
A Bachelor’s degree with a concentration in Business, Human Resources, Organizational Psychology, Healthcare Administration, or related field.
A minimum of five (5) years of Human Resources, Talent Acquisition or related management experience is required. Experience in a healthcare or service-oriented environment is preferred.
Experienced in evaluating and implementing tools, processes, technology, and infrastructure required to attract, retain, develop, and grow the organization.
Additional Information
All your information will be kept confidential according to EEO guidelines.
#J-18808-Ljbffr