Director Talent Acquisition

Director of Talent Acquisition - Yuma, Arizona - Relocation Assistance and Temporary Housing available!

Work Status Details: REGULAR FULL TIME | 80.00 Hours Every Two Weeks

Shift: Days
Pay Rate Type: Annual Salary
Location: Yuma Regional Medical Ctr

Listed is the base hiring salary range offered for this position. Actual salaries may vary depending on factors, including but not limited to skills and experience. The salary range listed is just one component of the total rewards/compensation package offered to candidates.
Min = $120,799.716
Mid = $157,039.631

Summary:

The Director of Talent Acquisition is responsible for leading a Talent Acquisition team dedicated to delivering a well-qualified and diverse pool of internal and external applicants to meet current and future Yuma Regional Medical Center (YRMC) business needs. The Director leads and develops talent acquisition strategies, best practices, and programs to achieve staffing objectives. This individual will partner with Human Resources leadership and YRMC leadership to develop and implement policies to establish and maintain a standard hiring practice which will focus on full cycle recruitment to ensure hiring goals are consistently met. The goals of the organization and the Human Resources department is to attract a diverse qualified workforce to meet the growing needs of the community. This position requires excellent communication and relationship building skills to partner with the hiring managers, candidates, Human Resources team members, advertising agencies/vendors, and the community at large. Some travel required to attend job fairs. Accountable for human resource management, financial management, and quality management for department and programs in support of the mission, vision and strategic objectives of YRMC.

Responsibilities:

1. Planning/Vision

Provides vision, forward thinking and strategic planning in a proactive manner while being open-minded and creative in establishing a strategic direction. b) Develops through an integration of ideas of those involved, an organized strategy to achieve both short and long term objectives for the department. Effectively communicates strategy to obtain commitment by the responsible individuals. Accountability: Leads the strategic planning process for the respective department. As plans are developed, these plans and objectives are integrated within the plans of the medical center. The incumbent works with others in leadership as well as physicians to identify and evaluate programs and emerging technologies. Job Specific Accountability: With Human Resources Divisional collaboration, responsible for development of recruitment strategies including: * Development of annual recruitment and advertising * Best practice research and implementation of new trends and avenues to build applicant pipeline * Development of focused plans as needed * Identification of new or improvement of established sourcing methods * Suggests alternate staffing solutions, such as flexible staffing, job-rotation, seasonal vs agency * Represent TA department at staffing alignment meetings that may have an impact on recruitment

2. Fiscal Management

Demonstrates a personal accountability for financial results through development of an annual budget and operational plan and management of performance based on plan. b) Engages staff in efforts to contain costs and improve the efficiency and cost-effectiveness of services. Understands the basics of health care financial management. Accountability: Establishes budget targets for department, provides oversight for the process, and holds self and other individuals accountable for compliance with annual budget plan. Identifies program or service growth opportunities and methodologies to enhance revenues. Able to manage to a volume adjusted budget. Job Specific Accountability: Responsible for fiscal management of recruitment activities including: * Development of annual budget * Monitoring of annual budget as needed * Making adjustment to budget as needed based on shift in direction with recruitment strategies and advertising plans

3. Customer Service

Exhibits unyielding commitment to providing excellent service to patients, physicians, employees and other customers. b) Demonstrates strong communication skills through effective exchange of information with others, including written and oral communication, active listening, influencing the behavior of others and building personal rapport. c) Communicates with others in an open and friendly manner, while simultaneously building credibility and rapport. d) Exhibits strong interactive skills through a demonstration of respecting others feelings, ideas and opinions; fosters an open interchange, displays a genuine understanding and acceptance of others. Demonstrates perceptivity regarding others feelings, ideas and opinions. Accountability: Responsible for assuring a respectful work environment. Promotes Patient & Family Centered Care. Sets the tone in the department by communicating values and attitudes that will significantly shape the culture of the group. Models appropriate behaviors and values; sets expectations for respectful behavior with all employees. Supports collaboration between patients, families, health care practitioners, and health care leaders in policy and program development, implementation, and evaluation; in facility design; professional education, and delivery of care.

4. Operational Management / Quality in Everything We Do

Exhibits a commitment to operational management and completing tasks through personal initiative, persistence. Demonstrates an ability to plan, organize, coordinate, prioritize, balance workload and follow through to achieve institutional and individual goals and objectives. b) Demonstrates use of good judgments and sound decision making (common sense, intuition, data collection, analytical skills, impact evaluation, communications) to systematically address problems, define alternate solutions, negotiate and facilitate implementation of solutions. c) Able to balance need for consensus and involvement with need for decisiveness and action. Provides consistent and open encouragement to trying new and creative approaches, yet willing to make a decision and take a stand. -Contributes new ideas and new ways of thinking to improve departmental performance and services. -Identifies need for change and develops/accepts creative approaches and solutions. -Participates in performance improvement activities, and by challenging processes, eliminates inefficient/ineffective procedures and waste by collaborating with co-workers or across departments to improve processes. -Implements an effective and on-going program to monitor, evaluate and improve the quality of services delivered. Accountability: With the assistance of direct reports, develops processes and procedures which are effective, efficient and aligned with organizational goals and values. Responsible for coordinating and integrating intra-hospital services. Ensures division has qualified staff and needed resources in order to deliver safe quality care and outcomes. Establishes performance standards with which to measure effectiveness and efficiency of services. Job Specific Accountability: Pursuit of team excellence in Talent Acquisition: proactively manages and supports TA team to build an ongoing pipeline of qualified candidates for critical and repeat positions to ensure current and future talent needs are met. Lead and direct Talent Acquisition team to include: * Overseeing and directing the day-to-day operations for the Talent Acquisition team * Setting clear work expectations and coaching as needed for success * Facilitating problem resolution through internal and external customers * Participates in the selection process - this may include viewing applications, screening candidates, checking credentials (if needed), scheduling interviews, site-visit activities, coaching/mentoring regarding interviewing skills, getting travel for candidates, and going over the offer with the candidate. * Will be requested to function as backup for other recruiters and recruitment support staff as needed

5. System Thinking

Ability to see how individual actions contribute to the overall good of the institution. Understands and is able to communicate how individual and department goals overlap with YRMCs goals. b) Demonstrates commitment for the good of the organization while maintaining congruence with commitment to the department. c) Able to recognize and use information about organizational climate and key individuals to accomplish legitimate organizational goals. d) Aware of the importance of timing, politics and group processes in managing change. e) Able to balance department needs with the hospital needs. Skillful at reconciling the two without sacrificing the critical needs of either. Accountability: Works collaboratively with a variety of key stakeholders to achieve team, department and YRMCs goals Job Specific Accountability: Effectively leads all aspects of the recruitment process: * Follows hiring practices as outlined by YRMC policies/processes/procedures, while adhering to federal and state laws * Spark interest in candidates by selling Yuma community and Yuma Regional Medical Center * Oversees the applicant tracking system to optimize automation of workflows, candidate and hiring manager experience * Working with hiring managers to best staff their departments, reviewing job descriptions and minimum qualifications, and best practices Recruitment Analytics - Collects data from the TA team and best practices and provide information, trends and statistics regarding hiring efforts, issues and /or concerns in order to build and manage the recruitment budget and adjust goals and strategies to meet the needs of the organization. Develop and monitor Key Performance Indicators (KPI)/recruitment metrics and provide reporting including but not limited to: Productivity data, open positions, weekly open positions report, vacancy report, time to fill

6. Human Resources Management

Able to develop others through setting clear expectations, mentoring and coaching, and holding others accountable for results. b) Utilizing work force analysis, identifies required competencies needed for effective management of human resources and is able to identify short and long-term staffing needs, c) Conducts oneself in an honest, credible, trustworthy manner consistent with YRMCs values. Demonstrates an integration of values, beliefs, attitudes and behaviors through an acceptance of responsibility and accountability for individuals own actions. Accountability: Ensures that the work force has the necessary skills to accomplish the work required to achieve the objectives of the department. Partners with Human Resources to develop long-term human resource plans, anticipating future needs and developing employees able to meet those challenges. Fosters an open working environment for easy access to express ideas and concerns. Demonstrates and expects open communications. Promotes an environment that is open and collaborative while keeping the team focused on a common goal. Builds rapport, encourages teamwork, creates an environment where employees may feel empowered. Job Specific Accountability: * Adjusts staffing and work schedules to provide adequate coverage as related to workload ensuring appropriate staff are available to meet the organization's recruitment needs * Participates in the selection, orientation, supervision, continuing education, evaluation and delivery of services

7. Community Competency:

Leverage the unique system capabilities (hospital and community providers) to increase value for external and internal customers and eliminate barriers to care. b) Participate in community involvement. c) Champion community involvement in the department and throughout the organization. Accountability: Promote and encourage community involvement throughout the department. Incorporate community goals in overall departmental goals. Demonstrate involvement in community events and hospital partnerships. Maintains appropriate continued education as it relates to the role

Education:
Essential:
* BACHELOR'S DEGREE

Other information:

REQUIRED: Bachelors Degree in Business, Healthcare Administration; Masters Degree preferred; 5 years recruitment experience with a minimum of 2 years healthcare human resources leadership experience. Human Resources certification (RACR, PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred

Why Yuma Regional Medical Center?

Yuma Regional Medical Center (YRMC) is located in Yuma, AZ. Our purpose is building a healthier tomorrow. We strive by putting patients first as they are the center of every decision and action we take. YRMC is rooted in the community by living and breathing the dynamic nature of our region. Being committed to progress by constantly and consistently advancing healthcare, creating meaningful experiences and improving the lives of everyone around us.

Our Values

Bring Kindness | Achieve Together | Aspire For Better | Do The Right Thing | Lead With Optimism |

About Yuma, AZ

Named by the Guinness World Records as the Sunniest City on Earth with winters averaging temperatures of 70 degrees, sunny days and cooler nights.

Yuma, Arizona is a place to explore the great outdoors with hiking, jet skiing, boating and off-roading. Dont forget to soak up the sun at the great Colorado River or one of Yumas many lakes.

Yuma is centrally located in Southwest Arizona, within a short drive to many popular attractions and destinations.

https://www.visityuma.com/

https://www.yumachamber.org/

Bring your skills to one of the sunniest places on earth - Yuma, AZ!

Physical Requirements and working conditions for this position will be provided to you up on interview.