Schedule:
Monday - Friday (40 hrs/wk)
8:00 AM - 5:00 PM

Department: Human Resources - 151

Primary Purpose:

The Talent Acquisition Partner successfully delivers full cycle talent acquisition services from position posting through offer acceptance. As a brand ambassador, represents the organization through outreach and to prospective candidates and functions as their point of contact. Builds and maintains key stakeholder relationships with potential candidates, applicants, and hiring supervisors and is responsible for developing, implementing, and continuously improving innovative talent acquisition strategies in support of the strategic operational objectives of the organization.

About ARUP:

ARUP Laboratories is a national clinical and anatomic pathology reference laboratory and an enterprise of the University of Utah and its Department of Pathology. Based in Salt Lake City, Utah.

ARUP proudly hires top talent to create a work environment of diversity, professional growth and continuous development. Our workforce is committed to the important service we provide to over one million patients each month. We always strive for excellence and have a strong desire to have involvement with the advances in medicine and the role laboratory services plays within each patient's life. We never forget that there is a patient behind every specimen we receive.

We are looking for individuals who want to contribute to ARUP's culture of accountability, integrity, service, and excellence. Consider joining our dynamic team.

Essential Functions:

Manages talent acquisition process and candidate relationship beginning from position posting through offer acceptance.

Learns and understands the business and services of the organization, technical requirements, technical positions, and sourcing challenges of assigned requisitions, and how the positions fit into the organization.

Facilitates discussions with hiring supervisors to identify expectations, clarify process and provide regular updates. Creates a communication pathway that promotes partnership for acquiring talent.

Develops recruiting strategies specific to each unique requisition, using traditional and non-traditional resources to identify and attract quality candidates. Utilizes employment branding practices, tactical outreach and referral generation, corporate events, job fairs, networking, hiring initiatives, and pipelining efforts. Utilization of designated business social media and platforms.

Sources, identifies, recruits and screens potential candidates, conducts interviews (by phone or in person), administers appropriate assessments, checks references, makes recommendations and communicates offers of employment for both exempt and non-exempt position openings as assigned.

Manages candidate activity in the Applicant Tracking System (ATS).

Collaborates with HR Strategic Business Partners and Hiring Supervisors to develop and implement workforce planning strategies that allow proactive preparation for future hiring needs.

Delivers training presentations as requested.

Develops knowledge of current marketplace and trends to ensure competitive hiring and collaborates with the Compensation Team to build a competitive recruiting landscape.

Cultivates and maintains excellent relationships and consistent communication with candidates and hiring supervisors to promote teamwork and credibility.

Establishes priorities, manages deadlines, and exercises a high degree of professionalism in interactions with all levels of internal and external clients.

Maintains established performance criteria with respect to quality, process efficiency, productivity, and speed.

Ensures a remarkable candidate experience.

Drives strong satisfaction ratings with customers, hiring supervisors and managers, applicants, candidates, and other leaders in the organization.

Works with hiring supervisors to ensure compliance with all federal/state laws and regulations.

Works closely with Talent Acquisition Manager, HR, and Leadership to solidify a diverse candidate pool.

Provides navigational support and resources to hiring supervisors and other users related to ATS and talent acquisition policies, processes, and workflows.

Leverages HR and talent acquisition knowledge, sourcing strategies, and competitive market intelligence to help drive talent strategies, including difficult to fill positions.

Identifies and partners with local programs, universities, and community sources to influence and create talent pipelines.

Other duties as assigned.

Physical and Other Requirements:

Stooping: Bending body downward and forward by bending spine at the waist.

Reaching: Extending hand(s) and arm(s) in any direction.

Mobility: The person in this position needs to occasionally move between work sites and inside the office to access file cabinets, office machinery, etc.

Communicate: Frequently communicate with others.

PPE: Biohazard laboratory environment that requires use of personal protective equipment in accordance with CDC and OSHA regulations and company policies.

ARUP Policies and Procedures: To conduct self in compliance with all ARUP Policies and Procedures.

Sedentary Work: Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects.

Fine Motor Control: Picking, pinching, typing or otherwise working, primarily with fingers rather than with the whole hand as in handling.

Vision: Having close, far, and peripheral visual acuity to perform a variety of tasks such as make general observations of depth and distance.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)