Talent Acquisition Partner (remote)

If you are wondering what makes TRIMEDX different, it's that all of our associates share in a common purpose of serving clients, patients, communities, and each other with equal measures of care and performance.

• Everyone is focused on serving the customer and we do that by collaborating and supporting each other
• Associates look forward to coming to work each day
• Every associate matters and makes a difference

It is truly a culture like no other — We hope you will join our team! Find out more about our company and culture here.

Are you someone who:

• Has the flexibility to embrace change and see it as an opportunity for growth?

• Has the ability to work in a fast paced environment?

• Has what we call "figure-it-out-ness"...the creative ability to solve problems with little hand holding?

• Strives for more?

• Can see the big picture of recruiting as much more than than resume reviewing and interviewing?

This is an outstanding opportunity for someone who is new to their TA career (1-3 years experience) and eager to grow. Starting salary would be around $75K/year.

The Talent Acquisition Partner (TAP) supports and executes the talent acquisition (TA) and workforce planning strategies of the organizations. This position’s responsibilities will flex on the amount of time spent in these areas depending on the needs of the TA team and the organization.  These responsibilities could include leading efforts in sourcing, selecting and hiring both technical and non-technical talent; partnering with hiring managers to facility the hiring process and managing recruiting specific programs and projects that further enhance TRIMEDX’s talent position. The TAP provides thought leadership and recommendations based on solid people judgment, talent market insights and measurement of candidates to job requirements. 

Responsibilities          

Manage Hiring Process – Sourcing and Pipelining

• Partner with the TA team, TA leadership, human resources and hiring manager to define new position requirements and define the sourcing strategy
• Assist in creation of sourcing plan and execute strategy; communicate with multiple networking contacts, third party vendors, and applicants
• Evaluate candidates based on position profile; determine if candidates are appropriate for current or future openings
• Leverage CRM to build campaigns and enhance candidate pipeline for future opportunities
• Work closely with the Workforce Strategy team to plan/forecast for special programs and initiatives
• Recruit passive candidates focusing on cultural adds and unlocking future talent

Manage Hiring Process – Recruiting and Selection

• Lead strategy sessions with hiring managers to understand holistic team and position needs/requirements and establishes an appropriate sourcing strategy
• Execute the full recruitment cycle using behavioral and competency-based interviewing techniques and methodologies via phone, video and face to face interviews
• Coordinate meetings with hiring manager to discuss needs, communicate updates and adjust strategy as needed
• Define selection team, interview parameters, and competency requirements for interviewers; participate in interviews and facilitate debriefing sessions as appropriate (including identification of interview feedback forums)
• Manage Workday Recruiting administration for assigned requisitions
• Serve as a partner and business advocate to hiring managers during selection process to make hiring recommendations based on interviews, assessment data, and candidate qualifications
• Using the TRIMEDX compensation program, internal equity analysis, and cost of living information, determine negotiation limits and components of an employment offer

Manage Hiring Process – Hiring

• Collaborate with hiring managers to extend employment offers and advise on negotiation tactics as necessary
• Create candidate offer letters containing required information
• Facilitate the ordering of background screening requirements and maintain communication with HR Ops team as needed
• Confirm reasonable start dates and communicate with all necessary parties
• Ensure a smooth onboarding transition to the Hiring Manager and HR Business Partner

Talent Acquisition Administrative & Special Projects

• Manage special projects as assigned
• Attend all required TA and HR meetin