HealthPartners is looking to hire a Recruiter to join our HealthPartners Recruitment team! Come join us as a Partner for Good and help us make an impact on the care and experience that our patients and their families receive every day.
POSITION SUMMARY STATEMENT:
The Recruiter serves as a trusted talent advisor who leads the development, execution, and continuous improvement of full‑cycle recruitment and recruitment strategies across HealthPartners. This role partners closely with hiring leaders and HR stakeholders to provide consultative guidance informed by recruitment analytics. By managing a full requisition workload from intake through offer acceptance, building strategic partnerships with hiring leaders, building proactive talent pipelines, and leveraging sourcing techniques, the Recruiter strengthens the employer brand and ensures a steady flow of qualified candidates to meet organizational needs.
MINIMUM QUALIFICATIONS:
Education, Experience or Equivalent Combination:
Bachelor's degree in business, human resources or related field or an equivalent combination of education and/or experience
2 years of human resources or recruiting experience
Licensure/ Registration/ Certification:
NA
Knowledge, Skills, and Abilities:
Excellent organizational skills with ability to multitask
Effective written and verbal communication skills
PREFERRED QUALIFICATIONS:
Education, Experience or Equivalent Combination:
Experience in clinical healthcare or hospital environment
Licensure/ Registration/ Certification:
NA
Knowledge, Skills, and Abilities:
Knowledge of recruitment and employment practices and methodologies
Ability to gain trust and establish partnerships
Influencing and coaching skills to support effective interviewing and selection practices
Sound judgment in assessing situations and providing sensible problem resolution to basic human resources related issues
Ability to navigate a variety of processes for both union and non-union hiring.
Ability to initiate, build, and maintain trusting and collaborative relationships across the organization and with external stakeholders.
Capability to interpret recruitment analytics, identify risks or bottlenecks, and recommend process or strategy improvements
Consultative skills to guide hiring leaders on role calibration and selection quality
ESSENTIAL DUTIES:
(50%) – Full-cycle recruitment and hiring operations
Lead and manage all aspects of full-cycle recruitment, including applicant review, interviews, selection, wage development, job offers, pre-employment clearance, onboarding and new hire data processing.
Coordinate recruiting efforts for all open and anticipated positions across assigned service lines, including leadership roles (supervisor and manager level).
Lead consultative intake discussions with hiring leaders to understand success criteria and required competencies
Conduct candidate sourcing, scheduling, screening, behavioral interviewing, and hiring recommendations using sound judgment and performance‑based techniques.
Apply labor market insights and internal data to guide sourcing approach, candidate assessment and hiring recommendations
Ensure compliance with all legal and regulatory requirements, including EEO, OFCCP, and collective bargaining agreements.
Verify licensure, certifications, and rehire eligibility.
Manage accurate documentation in the applicant tracking system.
Negotiate job offers and ensure compensation and benefits information is accurate and aligned with organizational guidelines.
(15%) – Strategic sourcing, outreach & talent pipeline development
Develop and execute proactive sourcing strategies to attract active, passive and diverse candidates using social media, databases, networking and innovative outreach methods.
Participate in and coordinate job fairs, college recruitment, open houses, and community outreach to build strong talent pipelines.
Create recruitment mailings, e‑blasts, targeted communications, etc. to engage future talent.
Maintain and leverage applicant databases to understand candidate pools and support future sourcing needs.
Monitor labor market conditions, supply/demand dynamics, and sourcing effectiveness to adjust strategies in real time.
Identify sourcing challenges and collaborate with leaders and other HR Partners to adjust strategies and remove barriers.
Stay current on labor market trends, sourcing technologies, and best practices to continuously improve recruitment effectiveness.
(15%) – Hiring leader partnership, consultation & workforce alignment
Build strong, collaborative relationships with hiring leaders, HR Business Partners, and internal stakeholders to understand workforce needs and develop effective recruitment plans.
Serve as a talent advisor to hiring leaders by providing guidance on hiring strategy, selection, salary recommendations and market considerations
Use recruitment data, trends and storytelling to influence decision making and set realistic expectations
Coach & train leaders on effective interviewing, assessment, and inclusive hiring practices to improve selection outcomes.
Maintain close communication with leaders throughout the recruitment process, ensuring timely updates, candidate feedback, and alignment on hiring decisions.
Support organizational goals by promoting diversity recruitment strategies, articulating the employee value proposition, and aligning hiring decisions with mission, culture, and strategic priorities.
(15%) – Candidate experience, branding and recruitment analytics
Deliver high‑quality, customer‑focused candidate experience through timely communication, clear information, and professional support throughout the hiring process.
Maintain accurate and timely applicant flow, communication and requisition tracking.
Manage job postings to ensure clarity, accuracy, and timely updates; remove or adjust postings based on candidate pool needs.
Promote the organization’s employer brand through recruitment marketing, community visibility, networking, and participation in events.
Track, analyze, and translate recruitment metrics into actionable insights that support continuous improvement and hiring effectiveness.
Identify opportunities for process improvement and support HR initiatives and system enhancements.
Participate in required reporting to support compliance and operational excellence.
Represent HealthPartners as an employer of choice by clearly articulating the employee value proposition to candidates and external partners.
(5%) – Other duties as assigned
Skills Required
- Bachelor's degree in business, human resources or related field or an equivalent combination of education and/or experience
- 2 years of human resources or recruiting experience
What We Do
HealthPartners, an integrated health care organization providing health care services and health plan financing and administration, was founded in 1957 as a cooperative. It's the largest consumer governed nonprofit health care organization in the nation – serving more than 1.8 million medical and dental health plan members nationwide. Our care system includes a multi-specialty group practice of more than 1,800 physicians that serves more than 1.2 million patients. HealthPartners employs over 26,000 people, all working together to deliver the HealthPartners mission. For more information, visit our company site at https://www.healthpartners.com or our career site at https://www.healthpartners.com/hp/careers.
