Oversees Preboarding and Recruitment Marketing/Brand functions within the team. This role will oversee the accuracy of metric and analytics reporting, including creating and tracking the function's Service Level Agreements (SLAs). This position serves as a liaison between hiring managers, the talent acquisition team, and colleagues, fostering a culture of transparency and knowledge sharing regarding the preboarding process. The manager will collaborate with the HRIS team to optimize the functionality of the HR system, ensuring that best practices are automated and streamlined. The role requires the manager to track trends through regular audit reports and utilize data to make informed improvements to processes and system capabilities. The manager will also participate in organizational initiatives aimed at enhancing the preboarding function and will develop strategies to elevate the function to a concierge level in alignment with the organization's future vision. This role will serve as the HR Program Manager of the Colleague Referral Program.

Experience:

• Five (5) years sourcing/recruitment experience required.
• Two (2) years demonstrated leadership experience required.

Demonstrated experience with Web 2.0 sourcing tool sets, search engine optimization (SEO), social medial tools, contact relationship management (CRM) systems, referral programs, and applicant tracking systems.

1. Pre-Boarding

• Provides day-to-day operational oversight and support for the Preboarding team to ensure services are effective, efficient and meet organizational needs. Assesses, monitors, and (as necessary) realigns workloads to maximize results.
• Champion the new hire experience and identify opportunities for improvement
• Establish alignment with internal (Colleague Health, TA, HR, Organizational Learning, etc.) and external partners (background check vendors) participating in the pre-boarding workflow.

2. Recruitment Marketing/Brand Development

• Contributes to the ongoing development and evaluation of sourcing strategy.
• Develops sourcing strategies based on market review and the organization’s open positions, taking into consideration local and national availability of candidates.
• Communicates and articulates the value proposition of Talent Acquisition to external marketing partners.
• Serve as the HR Program Manager of the Colleague Referral Program driving the success of the program, increasing employee engagement, and ensuring the recruitment of top talent through employee referrals. Optimize the referral process, track program metrics, and implement best practices. Stay up-to-date on industry trends and best practices for employee referral programs and incorporate innovative ideas to enhance the program.

3. Customer Experience

• Oversees daily operations of the Talent Acquisition Preboarding team and the experience they provide to potential applicants, colleagues, leaders and new hires.
• Serves as an advocate for customer experiences (both internal and external) by assessing, creating, eliminating and/or redesigning processes to meet organizational objectives.
• Acts as a final point of escalation for customer satisfaction issues
• Develops strategies to advance the preboarding function to a concierge level and deliver an efficient and customer-centric experience
• Create and uphold standard operating procedures and service level agreements to create a frictionless process
• Understand process design with the new hire experience in mind and review Voice of Customer feedback surveys to action plan with the team on improving this experience

4. Innovation

• Collaborates with Recruitment team to implement best practices for sourcing and preboarding strategies and maintains a “cutting edge” approach utilizing all available tools and resources in the marketplace.
• Maintains current professional knowledge and understanding of national sourcing, recruitment, and preboarding strategy trends by attending educational workshops/conferences, reviewing professional publications, establishing personal networks and participating in professional societies.

5. Data Reporting & Analysis

• Utilizes applicant tracking system, and other HRIS systems as needed, to extract data and identify organizational trends. Utilizes data and makes recommendations to enhance approaches and tactics.

6. Evaluates the performance of direct reports and conducts annual performance appraisals. Conducts salary administration, performance management and other associated personnel activities. Coaches, supports, and develops team members to their fullest potential. Interviews, hires and assists in the selection of employees.

7. Interprets organizational policies, procedures and objectives and supports same with supervised staff. 

8. Serves as resource on committees, task forces, meetings, etc. to assist MHS in meeting its objectives.

9. Maintains professional growth and development through continuing education, seminars, workshops and professional affiliations.

10. Contributes to the development and execution of the departmental budget.

11. Performs other related work as required or requested.

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job.  Incumbents may be requested to perform tasks other than those specifically presented in this description.