Director of Talent Acquisition
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Director of Talent Acquisition
About the Role
Greater New York City Area (Long Island)
The Director of Talent Acquisition will focus on enhancing and building the talent acquisition function to cultivate the depth and diversity of talent needed to meet company objectives. A primary focus will be on building the processes needed to support all areas of the organization with prioritization on the talent acquisition strategy targeted specifically for the clinical, Physician and CRNA, population to support the company’s overall strategic objectives. Partnering with key stakeholders across the company will be essential in implementing an acquisition strategy that has internal support and momentum and that translates externally to recruit the best talent. Specific Responsibilities: • Oversee and build recruiting capabilities in alignment with the organization’s strategic objectives including talent planning and acquisition of critical roles within the organization • Identify and implement recruiting strategies and supporting processes needed to successfully attract talent required for both field-based and corporate roles, aligning these processes and strategies to impact new hire engagement and retention • Develop staffing and workforce plans by partnering with regional business leaders and HR business partners to assess needs and ensure strategies are in place for meeting local/regional talent needs • Lead robust recruiting and on-boarding processes to attract the depth and diversity of talent needed to meet business objectives • Assure recruiting processes are rigorously measured and continuously improved to assure time, quality and candidate experience targets are met/exceeded • Establish scalable partnerships with external recruiting providers to support all aspects of talent acquisition and assess and manage existing and new relationships with all external recruiting related vendors (including job boards, websites, etc.) • Develop and deploy talent acquisition programs (i.e., internship programs, employment branding initiatives) that positively strengthen capabilities in attracting, assessing, selecting and on-boarding best in class talent • Work closely with corporate and field leadership to implement new processes to directly impact retention • Lead, mentor and evaluate internal recruiting team talent • Asses retention and turnover data to influence recruiting, onboarding and marketing strategies • Manage ATS, tracking and reporting recruiting metrics and key accomplishments. Assess process and the ability of the ATS to support the most effective and efficient processes for the company • Ensure compliance with OFCCP, AAP, EEO, current laws, regulations, and company policy related to recruitment and placement
- Human Resources
- Strategic Leadership required
Less than 10%
About the Company
Largest single specialty anesthesia management company in the United States. Managing approximately 1,700 clinicians, the company is known in the industry for its management of highly regarded clinical staff, management leadership, and evidence-based quality initiatives – resulting in maximized OR performance, reduced costs and consistent surgeon and patient satisfaction. NAPA currently services over 200 practice locations in twelve states, including hospital-based services for many of the largest healthcare systems in the United States, as well as physician offices, ambulatory surgery centers and pain management centers. NAPA’s highly acclaimed medical practice management organization provides administrative services intended to enhance operating room performance, revenue, and patient and surgeon satisfaction. In this capacity, NAPA manages a broad range of services including: Billing and collections, revenue cycle management, credentialing and privileging, coding, compliance, analytical reporting, managed care negotiation, human resources support, business development & growth strategies, marketing, and census development support. Website: www.http://napaanesthesia.com
Hospital & Health Care