Sr. Talent Acquisition Partner

Company Description

The University of Maryland Medical System (UMMS) is an academic private health system, focused on delivering compassionate, high quality care and putting discovery and innovation into practice at the bedside. Partnering with the University of Maryland School of Medicine, University of Maryland School of Nursing and University of Maryland, Baltimore who educate the state’s future health care professionals, UMMS is an integrated network of care, delivering 25 percent of all hospital care in urban, suburban and rural communities across the state of Maryland. UMMS puts academic medicine within reach through primary and specialty care delivered at 11 hospitals, including the flagship University of Maryland Medical Center, the System’s anchor institution in downtown Baltimore, as well as through a network of University of Maryland Urgent Care centers and more than 150 other locations in 13 counties. For more information, visit www.umms.org.

Job Description

Under general supervision from Talent Acquisition Leadership, the Senior TAP will leverage platforms to redefine Talent Acquisition for UMMS. Carries a full-cycle requisition load, identifying and engaging the right talent, and utilizing advanced tools and data-driven strategies to deliver high-quality hires. Embraces emerging technologies, including agentic and generative AI, to enhance recruitment processes, improve decision-making, and operational efficiency. Responsibilities include training fellow TAPs, managing multiple searches and projects, and sourcing talent through targeted outreach strategies. Is an operational leader, subject matter expert, and mentor, using data to guide hiring decisions and improve team metrics and process KPIs.

The following statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all job responsibilities performed.

• Lead full-cycle recruitment efforts by leveraging advanced tools and data-driven strategies—from proactive intake through seamless offer negotiation—in close collaboration with hiring leaders, sourcers, and operations support to deliver high-quality hires.
• Source, assess, and engage top-tier talent by partnering with sourcing and recruitment marketing teams to map the market, activate CRM campaigns, and implement targeted outreach strategies that build diverse, high-performing pipelines.
  • Interviews, screens, and refers qualified applicants for open positions of all levels.  Assists hiring managers in the determination of starting salaries according to compensation guidelines.  Coordinates relocation assistance and/or sign-on bonuses, as needed.
  • Acts as a liaison with Compensation on salary offers that are above guidelines. Supports and provides input to the Compensation department on market issues regarding current compensation programs.  Stay abreast of market trends in recruitment and retention to maintain a competitive edge.
  • Identify and attend employment fairs or professional conferences of customer groups to represent UMMS Member Organizations to potential employees. 
• Embrace and explore emerging technologies, including agentic and generative AI, to enhance the recruitment process, improve decision-making, and advance operational efficiency—bringing a mindset of curiosity, adaptability, and early adoption to evolving tools and platforms.
• Advise hiring managers as a strategic partner by developing strong relationships and applying business acumen, labor market insights, and data analytics to align hiring strategies with evolving business priorities.
  • Interprets and communicates Human Resource policies and procedures related to recruitment for employees and management on employment, compensation, benefits, employee relations, and training policies.  Trains Recruitment Specialists and customers on recruitment processes and policies as needed.
  • Evaluates effectiveness of recruitment activities by comparing relevant statistics such as number of interviews and successful referrals against cost of recruitment activities.
• Foster strong relationships with hiring managers and cross-functional partners to provide insightful advice and support.
  • Supports and provides input to the Compensation department on market issues regarding current compensation programs.  Stay abreast of market trends in recruitment and retention to maintain a competitive edge.
  • Maintain strict confidentiality of information and sensitive recruitment data, ensuring compliance with organizational standards and relevant laws and regulations.  
• Deliver a seamless, high-touch candidate experience by ensuring timely, transparent commun