Memorial Health System

Manager, Nursing Talent Acquisition

Job Locations US-IL-Springfield
Professional and Leadership
Position Type


The Manager of Nursing Talent Acquisition serves as the front line leader responsible for meeting the nursing division workforce needs of Memorial Health.  The scope of responsiblity for this role includes nursing division roles such as:  Patient Care Technician, Unit Secretary, Licensed Practical Nurses, Medical Assistants, Registered Nurses, Certified Registered Nurse Anesthetists, and Advanced Practice Nurses.  Through close monitoring of key performce indicators associated with the reruitment funnel,  the manager provides coaching and mentoring to their direct report recruiters, collaborates with other HR functions and hiring leaders to develop strategies and tactics to attract and hire needed workforce and ensures a postiive experience for potential applicants, candidates and hiring leader partners.  The work this leader oversees is essential in meeting the workforce needs of Memorial Health.



  • Education equivalent to a bachelor’s degree, preferably in business, marketing, advertising or related field is required (or the equivalent in related work experience).
  • Master’s degree preferred.


  • Professional Recruiter certification is highly desirable (i.e. AIRS, Lou Adler, CR, CHCR).
  • Flawless Consulting Certification within 1 year of hire.


  • Four or more years as a Recruiter is required (or the equivalent in related work experience).
  • Successful experience in healthcare and/or leadership recruiting is required.
  • Prior experience leading recruitment projects (or project components) is required.
  • Previous supervisory experience managing recruitment programs is desirable.
  • Previous performance-based interviewing/recruiting experience in a healthcare setting is preferred.

Other Knowledge/Skills/Abilities:

  • Communication: Ability to use written and spoken communication in formal and informal situations to convey meaning, build shared understanding, and productively move agendas forward.
  • Achievement Orientation: A concern for surpassing a standard of excellence.  The standard may involve past performance (striving for improvement); an objective measure (results orientation); outperforming others (competitiveness); challenging goals or redefining the nature of the standards themselves (innovation).
  • Influence: The ability to persuade, convince, influence, or impress others (individuals or groups) in order to get them to go along with or to support one’s opinion or position. The “key” is understanding others’ interests and motivations, in order to have a specific impact, effect, or impression on them and/or convince them to take a specific course of action.
  • Accountability: The ability to hold people accountable to standards of performance or ensure compliance using the power of one’s position or force of personality appropriately and effectively, with the long-term good of the organization in mind.
  • Analytical Thinking: Developing a deeper understanding of a situation, issue or problem by breaking it down or tracing its implication step-by-step. It includes organizing the parts of a situation, issue, or problem systematically; making systematic comparisons of different features or aspects; setting priorities on a rational basis; and identifying time sequences, causal relationships, or if-then relationships (logic).
  • Talent Development: The ability to build the breadth and depth of the organization’s human capability and professionalism, including supporting top-performing people and taking a personal interest in coaching and mentoring high-potentials.
  • Team Leadership: The ability to lead groups of people toward shared visions and goals, from forming a team that possesses balanced capabilities to setting its mission, values and norms, as well as to holding the team members accountable individually and as a group for results.
  • Relationship & Network Development: The ability to establish, build, and sustain professional contacts for the purpose of building networks of people with similar goals and that support similar interests.


  1. Provides day-to-day operational oversight and support for the nursing recruiting function to ensure services are effective, efficient and meet organizational needs. Assesses, monitors, and (as necessary) realigns workloads to maximize results.
  1. Nurse Recruitment Strategy and Tactic Development
    • Contributes to the ongoing development and evaluation of nurse recruitment strategy.
    • Deploys nurse recruitment tactics, monitors results, and makes adjustments as needed.
    • Manages small and large scale nurse recruitment efforts, including all related tasks, deliverables and resources. Evaluates methods utilized for opportunities for improvement and makes adjustments accordingly.
  1. Process Oversight & Improvement
    • Manages the nurse recruitment function to establish standard streamlined recruitment processes.
    • Assists in developing and/or modifying policies, procedures and methods to increase nurse recruiting efficiency. Monitors and ensures consistency in the deployment of key work processes.
  1. Customer Experience
    • Serves as an advocate for the nurse recruiting customer experiences (both internal and external) by assessing, creating, eliminating and/or redesigning processes to meet organizational objectives.
    • Conducts ongoing rounding with hiring managers to ensure awareness of customer experience.
  1. Innovation
    • Collaborates with Talent Acquisition team to implement best practices for talent acquisition and maintains a “cutting edge” approach utilizing all tools and resources available in the marketplace.
    • Maintains current professional knowledge and understanding of national talent acquisition trends by attending educational workshops/conferences, reviewing professional publications, establishing personal networks and participating in professional societies.
  1. Data reporting and analysis
    • Assists in the creation of nurse recruitment metrics to ensure optimal efficiencies & communication.
    • Analyzes, communicates and oversees all data reporting related to area of responsibility.


  1. Identifies problems and potential solutions to problems and opportunities to enhance the value to Memorial Health.
  1. Responds to nurse recruitment-related inquiries and requests and works collaboratively with other internal groups to ensure amicable outcomes are achieved.
  1. 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 & assists in the selection of employees.
  1. Interprets organizational policies, procedures and objectives and supports same with supervised staff.
  1. Serves as resource committees, task forces, meetings, etc. to assist Memorial Healthin meeting its objectives.
  1. Maintains professional growth and development through continuing education, seminars, workshops and professional affiliations.
  2. Contributes to the development and execution of the departmental budget.
  1. 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.



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