The Talent Acquisition Partner serves department and unit leaders to operationalize recruitment and hiring needs with a focus on School of Medicine. They manage and have oversight and accountability of the recruitment process identifying areas of inefficiency and addressing and resolving issues. They assist hiring managers educating on best practices, and training and guiding hiring managers and their administrative support on the recruitment process. This role handles a variety of individual contributor and leadership positions. Based on customer need, the Talent Acquisition Partner may perform full-cycle recruiting for some positions. Working under the direction of Talent Acquisition leadership, they partner with hiring managers to align the recruitment of talent with business needs. The Talent Acquisition Partner employs contemporary, innovative recruitment strategies to attract diverse, well qualified candidates. They serve a key role in developing talent pathways for departments. The Talent Acquisition Partner supports Talent Acquisition leadership in developing, implementing and evaluating talent acquisition initiatives and programs. The Talent Acquisition Partner participates in special projects in addition to day-to-day operational responsibilities. Additionally, they partner with other functional area of Human Resources to implement initiatives or programs.
Key Responsibilities & Performance Standards:
Manages a requisition load and all phases of the recruitment process consistent with law, collectively bargained provisions, organizational policies and procedures and best practices to ensure diverse, well qualified applicant pools are developed. This includes developing recruitment plans, proactively sourcing, selecting recruitment marketing strategies, applicant screening, interviewing, reference checks and preparation of offer letters. Responds to inquiries from internal and external customers and candidates, meeting service level agreements and ensuring a positive candidate and customer experience. Maintains recruitment and hiring documentation. Supports priority searches as directed under ADA.
Engages with hiring managers to develop and implement innovative recruitment strategies. Develops talent pathways to provide a foundation for the development, progression and retention of a talented and engaged workforce, engages internal and external stakeholders. Identifies, offers strategies and engages solutions to meet workforce needs. Evaluates the effectiveness of the strategies and makes modifications as needed to build successful outcomes. Utilizes data and reporting to evaluate performance and decision support.
Provides support on job posting and pre-hire process, including background checks and drug screens.
Serves as a subject matter expert on recruitment and hiring procedures and best practices; screening and interviewing techniques, evaluating candidates qualifications, selection processes and methodologies; relocation; temporary staffing, strategies for managing vacancies and turnover; collecting and analyzing data, ie. exit surveys; onboarding; and collective bargaining provisions related to recruitment and selection. Provides training, education and coaching on process, tools and systems.
Participates in the design, implementation, monitoring, and evaluation of procedures, processes, tools, systems, and policies to ensure efficient delivery of information and service to all stakeholders. Assists with updates, serves as content expert. Acts as a key partner for change management. Participates in work groups and special projects.
Monitors performance metrics on recruitment metrics, ie. time to fill, vacancy aging.
Keeps abreast of human resources related laws, regulations and union contract provisions related to recruitment and hiring to serve as content expert and ensure compliance with all applicable requirements. Stays current on recruitment trends and best practices.
Participates in the development and deployment of recruitment events. Attends events. Assists in the evaluation of outcomes from the events and measuring return on investment.
Performs other duties as assigned.
Bachelors degree in Human Resources, Business Administration, or relevant field, or equivalent combination of education and experience.
Three years of progressively responsible recruitment experience, which includes managing a requisition load, recruiting hard to fill positions, creating recruitment plans and sourcing strategies.
Experience developing recruitment plans for hard to fill positions, including leadership roles.
Demonstrated ability to managed a high volume of requisitions (50+)
Versed in the use of professional social media and other sourcing tools and strategies.
Knowledge of state and federal employment laws, rules and regulations.
Knowledge of trends, systems and techniques that contribute to the effective management of recruitment processes.
Demonstrated ability to present solutions to problems, taking ownership and initiative to implement the solutions.
Demonstrated ability to be patient, calm and communicate thoughtfully and respectfully in a fast paced environment with many competing demands.
Experience developing and deploying recruitment and career events.
Tolerance for, and ability to manage ambiguity in a high volume, fast-paced setting.
Highly collaborative and supportive with coworkers and customers.
Experience that demonstrates the ability to independently develop thoughtful solutions to challenges.
Demonstrated well-developed communication skills and high emotional intelligence to effectively manage interactions with others.
Ability to interface effectively at all levels of the organization.
Self-directed, ability to think independently.
Strong critical thinking skills.
Ability to self-prioritize and consistently meeting due dates and deadlines.
Experience doing presentations and facilitating training to various group sizes.
Proficient in the use of applicant tracking systems and various computer applications (MS Office Suite, Power Point).
Must be able to perform the essential functions of the position with or without accommodation.
Bachelors degree in Human Resources or Business Administration.
Corporate recruiting experience.
Oregon Health & Science University values a diverse and culturally competent workforce. We are proud of our commitment to being an equal opportunity, affirmative action organization that does not discriminate against applicants on the basis of any protected class status, including disability status and protected veteran status. Individuals with diverse backgrounds and those who promote diversity and a culture of inclusion are encouraged to apply. To request reasonable accommodation contact the Affirmative Action and Equal Opportunity Department at 503-494-5148 or firstname.lastname@example.org.
As the state's only health and research university, OHSU brings together patient care, research, education of the next generation of health care providers and scientists and community service to improve the health and well-being of all Oregonians.The university is a conduit for learning for more than 2,800 students, providing training to interns, residents and fellows in postgraduate medical and research. It is the only place in Oregon that grants doctoral degrees in medicine, dentistry and nursing. OHSU cares for more than 251,000 patients each year from around the region and takes a leadership role in contributing to solutions involving the health of the state and the nation, such as health care access and transparency, ethics and workforce shortage. Beyond providing critical health care services, quality education and cutting-edge research, OHSU also is a key economic and social force in the Northwest. With an annual operating budget of $2.06 billion and more than 14,000 employees, OHSU is Portland?s largest employer. Its size contributes to its ability to provide... many services and community support activities not found anywhere else in Oregon. For more information visit http://www.ohsu.edu/xd/about/index.cfm