Job Profile Summary
The Manager of Talent Acquisition is responsible for planning, developing and directing the sourcing, recruitment, acquisition and onboarding of all levels of talent across the company. Develops recruitment strategy in partnership with Senior HR leadership and executes. Provides insight into talent market to take the best approach and delivers on outcomes. Works with business leaders to understand future and current workforce needs and develop, promote and execute sourcing and selection strategies and programs to attract and retain the highest quality talent. Aligns TA strategies, organizational values and organization initiatives and goals. Leads team of recruitment professionals and partners with all HR functions. Responsible for workforce planning that includes the reporting, tracking and analysis of all talent-related metrics.
Essential Job Functions:
Provides consultative services on all recruitments, especially complex searches and critical leadership roles.
Continuously seek improvements in the recruitment and selection process across the company.
Leads, guides and mentors team ensuring organization’s recruitment goals are met and candidates are onboarded in a compliant manner.
Act as a true business partner working with hiring managers and HR Business Partners to advise on talent acquisition related issues and concerns.
Provides insight into ATS system and provides training and guidance to staff, applicants and managers.
Partners with executive search firms and maintains contracts/relationships with outside agencies.
Establish consistent and seamless new hire onboarding strategies, processes and requirements.
Help establish and guide Hiring Managers through the Talent Acquisition recruiting process.
Lead strategic recruitment meetings with hiring managers and their teams to diagnose the hiring need, shape the right profile and agree on the recruitment strategy.
Establish and maintain TA metrics and KPI’s against industry standards to meet overall HR and organizational goals
Other Job Functions:
Understand, adhere to, and implement the Company’s policies and procedures.
Provide excellent customer services skills, including consistently displaying awareness and sensitivity to the needs of internal and/or external clients. Proactively ensuring that these needs are met or exceeded.
Take personal responsibility for personal growth including acquiring new skills, knowledge, and information.
Engage in excellent communication which includes listening attentively and speaking professionally.
Set and complete challenging goals.
Demonstrate attention to detail and accuracy in work product.
Minimum Qualifications/Skills:
Minimum Experience
- 5-7 years of experience assessing and identifying the needs of hiring managers and developing creative recruitment strategies within a full-cycle recruitment model for a diverse organization on a national level.
- Corporate recruiting experience in healthcare organization strongly preferred
- Demonstrated ability to effectively lead and motivate staff
- Experience in developing and presenting recruiting strategy plans
- Strong analytical and problem-solving skills
Education/Licensure:
- Bachelor’s degree (B.A.) from four-year College or university or equivalent level of education/experience.
- PHR or SPHR Certification preferred
Salary range shown is a guideline. Individual compensation packages can vary based on factors unique to each candidate, such as skill set, experience, and qualifications.
What We Do
agilon health is transforming health care for seniors by empowering primary-care physicians to focus on the entire health of their patients. Through our platform and partnership model, agilon health is leading the nation in creating the system we need – one built on the value of care, not the volume of fees. We honor the independence of local physicians and serve as their long-term partner so they can be the physicians they trained to be.
agilon is built for physicians by physicians, as the patient-physician relationship is the cornerstone of care. We allow primary care physicians to take the long view of their relationships with patients, and to be confident in the long-term financial viability of their own practices. We do this through a Total Care Model that maintains the independence of physicians; unites them in a network of like-minded leaders; and integrates all of the components of a global risk business model into a single platform.
