Talent Acquisition Manager

Position Summary The Talent Acquisition Manager will build and execute a strategy to attract top talent in support of the MFA's LT mission, vision, and values. That will result in a talent acquisition process that fuels MFA's enhanced performance and growth by proactively improving the quality and quantity of applicants across the MFA. This also includes solutions that consistently deliver timely, precise execution of our sourcing and recruiting campaigns. This role will be responsible for developing best practices for talent benchmarking, talent assessment, and interviewing effectiveness in an effort to meet or exceed our hiring goals. The Talent Acquisition Manager will lead a team of internal talent acquisition professionals as well as external staffing resources when required. **This role is Hybrid-4 ** Essential Duties and Responsibilities: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Other duties may be assigned. Develop and implement recruitment strategies. Define, develop, and roll out monthly/quarterly recruiting metrics (qualitative and quantitative) in collaboration with the leadership team. Drive the narrative of our recruiting status with data. Lead and manage a group of client-facing talent acquisition professionals. Set the overall strategy and direction for delivering a high level of performance against our ambitious hiring plans. Own and improve the recruiting process and tools to drive higher acceptance rates, lower days to fill, lower costs per hire, and a superior candidate experience. Identify future talent needs, particularly high-demand provider positions; work with recruiting team to develop fruitful talent pools and/or social engagements. Collaborate with HR leadership, MFA Department Chairs, Functional Chiefs and PGAs to develop, optimize and drive an efficient, consistent recruiting process from talent attraction and candidate identification to on-site assessment, offer proposal, and negotiation, through onboarding. Full-cycle recruiting for own requisition load and works to develop and implement a cohesive day-to-day recruiting operation and related programs including creative sourcing plans to attract top-tier diverse talent across all areas of the MFA with a laser focus on social media, employment brand initiatives, University relations, employee referral programs, back and front-end systems/tools, and vendor management (i.e., third-party search firms). The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential Minimum Qualifications Education A Bachelor's degree in Human Resources, a Business-oriented discipline, or a related field. Experience A minimum of 10 years of relevant experience in technical and non-technical recruiting. Proficiency with Microsoft software (Word, Excel, etc.) Demonstrated ability to handle sensitive and confidential information. Physical Requirements Sit, stand, bend, reach, and walk for long periods of time in an office setting. Must be able to occasionally lift, carry, push, or pull over 100 lbs. as part of the role. Requires manual dexterity to operate a computer keyboard, calculator, copier machine, and other equipment. Competencies · Must have excellent verbal and written communication skills and be able to communicate in a professional manner · Must possess strong creative problem-solving skills to identify and resolve issues. · Must be able to comprehend and execute benefit and Human Resources policies · Must have excellent organizational, analytical and reporting skills · Must be familiar of all pertinent federal and state regulations and compliance requirements affecting employee benefits programs · Must be able to multi-task and function in a fast-paced environment while contributing to a positive environment for employees and management · Must have strong interpersonal skills and be mentally adaptable in dealing with variety of people at various levels within and outside GWMFA. · Must be able to follow and understand instructions, and react favorably in all work situations · Must be able to input data into a computer, and analyze data as requested · Must be able to handle confidential and/or sensitive information in appropriate manner Supervision Received Position reports to HR Director Supervision Exercised None About GW MFA MFA physicians provide comprehensive patient care, offering one practice for the whole person with 52 medical and surgical specialties. As members of the GW School of Medicine and Health Sciences faculty, MFA providers are teachers and mentors for medical students, residents, fellows, and researchers preserving the rich tradition of academics, research, and healing. In addition to maintaining a closely integrated alliance with The George Washington University and The George Washington University Hospital (GWUH) which is separately owned and operated by Universal Health Services (UHS), the GW MFA has active referring relationships with 12 area hospitals. The GW MFA's leading healthcare presence in the DC metro region is complemented by a network of community-based practices in DC, Maryland, and Virginia. Given its geographic location in central NW Washington, DC, and proximity to more than 175 resident embassies, the MFA continues to evolve its international clinical outreach. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

Created: 2024-10-21