Human Resources Manager - Talent Acquisition

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Day - 08 Hour (United States of America)

This is a Stanford Health Care Tri-Valley job.

The Human Resources Manager is a vital role that supports our organization's commitment to fostering an engaging, inclusive, and productive work environment. This individual will champion HR initiatives that attract, develop, and retain talent, aligning with our mission to cultivate a team that upholds our organizational values, drives performance, and contributes positively to our overall business objectives. The HR Manager will take the lead in creating strategies for effective staffing, employee relations, performance management, training development, benefits administration, and legal compliance. This position is pivotal in promoting a company culture that celebrates diversity, encourages professional growth, and inspires a shared dedication to excellent service delivery.

Job Summary

As our Human Resources Manager of Talent Acquisition plays a crucial role in the healthcare industry by leading efforts to attract, recruit, and retain top talent. They are responsible for developing and implementing recruitment strategies, sourcing candidates through various channels, and managing the entire recruitment process. The Talent Acquisition Manager also collaborates with hiring managers to understand staffing needs and ensure the recruitment process aligns with organizational goals.  This function works closely with the HR Director and other key stakeholders in support of our goal to be an employer of choice in healthcare.

Essential Functions

The essential functions listed below are general examples and not a description of comprehensive duties.  Specific duties and responsibilities may vary depending on department or program needs without changing nature or scope of this position or level of responsibility. May be asked to perform other duties as assigned.

• Strategy Development & Execution: Develop and implement strategic talent acquisition plans aligned with organizational objectives.  Stay current on industry trends and best practices in healthcare recruitment to develop effective recruitment strategies / campaigns that attract candidates and maintain a healthy candidate pipeline.

• Recruitment Operations:  Manage, develop, and deliver all aspects of the recruiting process, including the development of recruitment department strategies, to include sourcing and pipeline development, screening and interviewing candidates, salary negotiations, and onboarding of all external and internal hires.
• Relationship Management:  Collaborate with hiring managers to understand staffing needs and develop recruitment strategies to support operational needs.  Build and maintain relationships with key healthcare industry professionals, external organizations, and education institutions.
• Integration with Organizational Values: Make certain that all aspects of the recruitment process and program support the mission and values of our organization, creating a cohesive and supportive work environment.
• Regulatory Compliance:  Partner with HR Leadership to ensure recruitment processes adhere to healthcare industry regulations and are compliant with legal requirements and all relevant laws.

• Communication and Education: Create meaningful presentations to communicate key changes and initiatives; provide updates and education to hiring managers and other key stakeholders on recruitment principles and processes.

• Budget Management: Responsible for the fiscal management of recruitment resources and programs within the allocated budget.
• Vendor Relationship Management: Manage relationships with vendors, consultants, and service providers to ensure recruitment processes effectively promote jobs and attract candidates.
• Analytics and Reporting:  Use data analytics to inform decisions for strategy development and to influence nimble recruitment tactics.  Effectively communicate and support recruitment program effectiveness through the development and delivery of meaningful reporting.
• Leadership:  In alignment with HR leadership, organizational values, and department guiding principles, effectively lead, evaluate, coach, and develop team to achieve goals.  By way of personal actions and accountability, create and support an inclusive work environment and foster a sense of belonging among all team members in the department and the organization.