Description

THE ROLE

The Executive Director, Recruitment provides strategic leadership and consultation to executives on recruitment, talent acquisition and staffing strategies as well as hiring practices with a focus on both Providence and Network Development brands. This leader sets a vision and influences all levels across a complex organization to have a critical impact on our services and our communities. Accountable for setting and ensuring high quality and standards for provider recruitment service delivery.

ESSENTIAL FUNCTIONS

• Directly leads two senior managers and one manager as well as oversight of a team of multiple recruitment managers, supervisors, and recruiting professionals to meet hiring objectives.

• Serves as trusted advisor to business executives and collaborates with leadership stakeholders to ensure areas of accountability are focused successfully on the most critical needs of the organization.

• Thinks strategically about the overall recruitment organization strategy and objectives. Builds, creates, leads, and measures robust talent and solutions strategy and business cases based on market dynamics.

• Executes the strategy with well-designed plans, supportive tactics, work streams, achievable activities, resources, timelines, milestones, cost, change management and expected results.

• Drives recruitment results, client engagement and satisfaction through accountability and transparency.

• Oversees long-term recruitment pipeline building strategy (i.e., residency outreach, public policy advocacy, incentive programs, etc.)

• Leads consulting and change management efforts to achieve adoption and outcomes especially for complex or critical issues.

• Leads and supports product/service development and supports strategy around locum tenens business innovation.

• Accountable for setting vision and ensuring high qualities and standards for service delivery.

• Provides leadership and direction to the organization to meet staffing strategies and priorities.

• Anticipates emerging talent requirements and proactively develops solutions to meet them and/or head off critical talent shortages.

• Identifies and builds on internal and external practices that are leading edge, scalable, culturally consistent, and forward-thinking.

• Measures outcomes and provides meaningful and actionable analysis to drive continuous improvement and uses measurements to predict needs and signals course correction.

• Builds and develops a strong functional team through effective hiring, training, coaching, and succession planning. Works in concert with core leaders/direct reports to articulate goals for staff development.

• Drives caregiver engagement through accountability and transparency.

• Inspires, motivates, and rewards a high-performance team of professionals.

• Ensures resources are allocated appropriately and skills / competencies to deliver results.

QUALIFICATIONS

• Bachelor’s Degree AND/OR equivalent education/experience

• Master’s Degree (preferred)

• 10+ years leading HR or recruitment strategies, functions, teams, and solutions, preferably in the healthcare space.

• 10+ years developed strategies, business cases, consulted executives, and gained a wide range of experience and expertise to improve delivery of recruitment services and solutions.

• 8 years of leading complex projects aligned with organizational strategies within medium to large organization.

• 8 years of proven knowledge, experience, and success in creating, leading, and measuring recruitment strategies that build talent pipelines and fill hiring goals through workforce planning and data, attraction and sourcing, selection and hiring consultation and execution.

• 8 years of demonstrated success influencing and consulting to stakeholders and senior leaders to influence change and gain support for ideas and innovation through business presentations and business cases.

• 8 years of budget management experience for multi-million-dollar investments

• 8 years of talent solutions expertise – having broad experience across multiple talent areas of discipline from process improvement, marketing, technology, data, and recruiting

• Managing large direct and indirect reporting teams and influencing project teams and/or vendors through strong leadership skills

• Ability to perform data analysis and metrics design to measure results and outcomes.

• Intermediate to advanced MS Office, ATS, CRM, and data systems

• Ability to make connections across multifaceted, complex projects and initiatives where cross-functional alignment, system wide thinking and local execution is needed.

• Building Partnerships - Identifying opportunities and taking action to build strategic relationships between leaders, teams, departments, or organizations to help achieve business goals.

• Building Trust - Interacting with others in a way that gives them confidence in one's intentions and those of the organization. Builds trust in one’s judgment, is consulted for advice and their consultation, ideas and messages are shared with others.

• Business Savvy - Demonstrating a keen understanding of basic business operations and the organizational levers (systems, processes, departments, functions) that drive profitable growth.

• Data Intelligence - Ability to evaluate business metrics and data to identify opportunities that need further investigation and make recommendations and decisions based on data.

• Talent Marketplace Dynamics - Robust understanding of the marketplace dynamics that exist now and in the future with an ability to articulate these dynamics in a fact-based, compelling way to partners and executives.

• Talent and Solutions Strategy and Planning - Ability to build, create, lead, and measure a robust talent and solutions strategy and business cases based on market dynamics and partner with a variety of leaders across a wide spectrum inside and outside the organization to achieve success.

• Operationalizing Talent Strategies - Ability to execute on the strategy with well-designed plan supportive tactics, work steams, actionable activities, resources, timelines, milestones, cost, change management and expected results.

• Stakeholder Management for Success- Influencing and partnering with internal and external partners to become champions of provider recruitment and influence decisions. Ability to build confidence in recommendations and sell it to key stakeholders and inspire the action of others.

• Provider Recruitment Art and Science – Possess an in-depth knowledge of recruiting with strong technical, data and soft skills to apply both the art of the conversation and connection with candidates as well as the core technical competencies of sourcing, selection and offer negotiation, balancing both the results and the experience.

• Talent Benchmarking – Have a deep understanding of the best practices to share and learn from other organizations and raise the field of provider recruitment up and into the future. Have a robust network to leverage and foster external partnerships to ensure internal success.

• Ability to analyze and interpret financial data.

• Ability to analyze information, evaluate results to choose the best solution and solve problems.

• Demonstrated critical thinking skills.

• Demonstrated analytical skills and data-driven approach.

• Proven knowledge in creating, leading, and measuring recruitment strategies that build talent pipelines and fill hiring goals through workforce planning and data, attraction and sourcing, selection and hiring consultation and execution.

About Providence

At Providence, our strength lies in Our Promise of “Know me, care for me, ease my way.” Working at our family of organizations means that regardless of your role, we’ll walk alongside you in your career, supporting you so you can support others. We provide best-in-class benefits and we foster an inclusive workplace where diversity is valued, and everyone is essential, heard and respected. Together, our 120,000 caregivers (all employees) serve in over 50 hospitals, over 1,000 clinics and a full range of health and social services across Alaska, California, Montana, New Mexico, Oregon, Texas and Washington. As a comprehensive health care organization, we are serving more people, advancing best practices and continuing our more than 100-year tradition of serving the poor and vulnerable.

The amounts listed are the base pay range; additional compensation may be available for this role, such as shift differentials, standby/on-call, overtime, premiums, extra shift incentives, or bonus opportunities.

Check out our benefits page for more information about our Benefits and Rewards.

Requsition ID: 277862
Company: Providence Jobs
Job Category: Talent Acquisition
Job Function: Human Resources
Job Schedule: Part time
Job Shift: Day
Career Track: Leadership
Department: 4014 PSD LEADERSHIP AND ADM
Address: OR Portland 1201 Lloyd Blvd
Work Location: Lloyd-Portland
Pay Range: $80.46 - $143.84
The amounts listed are the base pay range; additional compensation may be available for this role, such as shift differentials, standby/on-call, overtime, premiums, extra shift incentives, or bonus opportunities.
Check out our benefits page for more information about our Benefits and Rewards.