Talent Acquisition Partner

This is a hybrid role that requires attendance at local recruiting events.
The Talent Acquisition Partner will be a business partner to Newton-Wellesley Hospital hiring managers and business leaders to acquire talent and manage the full recruitment lifecycle for nursing support roles in Surgical Services and potentially in Allied Health.
As a member of the Community Hospital team, this Talent Acquisition Partner will define and execute sourcing strategies necessary to build a qualified and diverse candidate pool for Newton-Wellesley Hospital while also supporting recruitment at other Community Hospital affiliates during hiring surges. While partnering with the hiring manager to manage the full recruitment lifecycle, the Talent Acquisition Partner will represent Mass General Brigham to attract, assess, and hire qualified candidates. The Talent Acquisition Partner will source as a responsibility of their role and will also engage with Mass General Brigham's Talent Sourcing Function on difficult-to-fill, high-volume roles, as needed.
In addition to day-to-day recruitment efforts, the Talent Acquisition Partner represents Talent Acquisition & Human Resources on various committees and workgroups responsible for decisions on recruitment tools and strategies that impact the system. S/he recommends decisions/changes on recruitment resources and strategy.

Principal Duties and Responsibilities
The Talent Acquisition Partner serves as the point of contact for managers and candidates throughout the hiring process. The ideal candidate must be able to partner with hiring managers, and other members of the hiring team to develop effective and efficient recruitment strategies. The Talent Acquisition Partner will:

• Manage Staffing Lifecycle: Plans and successfully executes a recruiting, selection, and hiring process that results in top talent for the organization. Uses social networking tools to source qualified, passive candidates.
• Thoroughly define each requisition with the hiring manager to understand real job needs and to set realistic expectations.
• Implement and review Service Level Agreements with hiring managers to define roles and responsibilities for guiding the hiring process.
• Support the development and execution of diversity-related projects, including Employee Resource Groups, Employee Referral Program, and a strategic hiring program.
• Possesses the ability to create a compelling value proposition statement for engaging and recruiting passive, top talent for critical-to-fill positions. Demonstrates knowledge of company history, finances, and position in the market to sell the company to prospective candidates.
• Use social networking tools to source qualified, passive candidates. Engages and recruits passive candidates (recruiting top talent in the industry).
• Use technology to manage data, candidate relationships, etc.
• Evaluate Candidates: Evaluates, selects, and hires top talent by objectively comparing a candidate's qualifications to identified business needs, job specifications, and competencies.

QUALIFICATIONS

• 1+ year of recruiting experience required
• Bachelor's Degree preferred or 2+ years of experience in HR, TA, Marketing, or related field

SKILLS/ABILITIES/COMPETENCIES

• Judgment: Makes sound decisions tempered by practicality and common sense.
• Self-Direction: Establishes and participates in goals, deliverables, timelines, and budgets in coordination with leadership. Flexibility: Willingness to change to meet organizational needs. Adapts to stressful situations. Drives for Results: Exhibits strong drive for results and success.
• Creative Problem Solving: Identifies and collects information relevant to the problem. Uses brainstorming techniques to create a variety of choices. Select the best course of action.
• Leveraging Networks: Draws upon a wide range of professional and business relationships for help and support in achieving individual and organizational goals.
• Sales Orientation - Ability to be the face of the organization for recruitment - Providing candidates with information highlighting the organization as an employer of service.
• Idea Generation and Innovation: Embodies creativity and innovation in identifying talent through multiple sources; networking, online, in-person job fairs, advertisements, etc.
• Negotiation: Skillfully uses argument and persuasion to reach a favorable position without causing hostility or hard feelings.
• Financial: Does not waste resources. Look for methods to improve processes that have a positive impact on the bottom line.
  

Physical Requirements

• Standing Occasionally (3-33%)
• Walking Occasionally (3-33%)
• Sitting Constantly (67-100%)
• Lifting Occasionally (3-33%) 20lbs - 35lbs
• Carrying Occasionally (3-33%) 20lbs - 35lbs
• Pushing Rarely (Less than 2%)
• Pulling Rarely (Less than 2%)
• Climbing Rarely (Less than 2%)
• Balancing Occasionally (3-33%)
• Stooping Occasionally (3-33%)
• Kneeling Rarely (Less than 2%)
• Crouching Rarely (Less than 2%)
• Crawling Rarely (Less than 2%)
• Reaching Occasionally (3-33%)
• Gross Manipulation (Handling) Constantly (67-100%)
• Fine Manipulation (Fingering) Frequently (34-66%)
• Feeling Constantly (67-100%)
• Foot Use Rarely (Less than 2%)
• Vision - Far Constantly (67-100%)
• Vision - Near Constantly (67-100%)
• Talking Constantly (67-100%)
• Hearing Constantly (67-100%)

Mass General Brigham Incorporated is an Equal Opportunity Employer. By embracing diverse skills, perspectives and ideas, we choose to lead. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. #J-18808-Ljbffr