Thank you for considering a career at Ensemble Health Partners!
Ensemble Health Partners is a leading provider of technology-enabled revenue cycle management solutions for health systems, including hospitals and affiliated physician groups. They offer end-to-end revenue cycle solutions as well as a comprehensive suite of point solutions to clients across the country.
Ensemble keeps communities healthy by keeping hospitals healthy. We recognize that healthcare requires a human touch, and we believe that every touch should be meaningful. This is why our people are the most important part of who we are. By empowering them to challenge the status quo, we know they will be the difference!
O.N.E Purpose:
Customer Obsession: Consistently provide exceptional experiences for our clients, patients, and colleagues by understanding their needs and exceeding their expectations.
Embracing New Ideas: Continuously innovate by embracing emerging technology and fostering a culture of creativity and experimentation.
Striving for Excellence: Execute at a high level by demonstrating our “Best in KLAS” Ensemble Difference Principles and consistently delivering outstanding results.
The Opportunity:
The TA Project and Operations Manager serves as a strategic enablement leader for the Talent Acquisition organization. This role is responsible for leading complex, cross functional initiatives that strengthen TA operations, ensure compliance, and improve speed, quality, and cost outcomes across the hiring lifecycle.This position acts as the connective tissue between Talent Acquisition, HRTS and Workday, HR Compliance, Legal, Compensation, IT, and external partners. The role translates business strategy into scalable operating models, governance, and technology enablement, with accountability for project execution, adoption, and measurable impact.Key Responsibilities
Third Party Labor and Search Strategy
- Own the end to end strategy, intake, and governance for third party recruiting vendors and executive search firms.
- Establish vendor selection criteria, scorecards, service level agreements, and performance expectations.
- Lead vendor performance reviews and continuous improvement efforts.
- Drive cost savings and efficiency through rate benchmarking, disciplined vendor utilization, and outcome based governance.
Immigration Program Management
- Lead TA support for the organization’s immigration program, ensuring alignment with evolving policies and regulatory requirements.
- Partner closely with Legal, Compliance, HR, and external immigration counsel to manage case administration and escalations.
- Support policy updates, process documentation, and stakeholder communications to ensure consistency and risk mitigation.
- Build, document, and maintain TA standard operating procedures across the recruiting lifecycle.
- Coordinate and support compliance activities including audits related to I 9, background checks, pay transparency, adverse action, and offer governance.
- Develop and deliver training to recruiting teams and hiring stakeholders to ensure adherence to policy and regulatory standards.
Workday and HRTS Partnership
- Serve as TA’s primary partner to HRTS and Workday teams for recruiting related initiatives and enhancements.
- Prioritize TA technology projects, configuration changes, and process improvements based on business impact.
- Translate TA business needs into clear requirements and support testing, deployment, and adoption to drive best practices and efficiency.
Reporting and Analytics
- Own the TA reporting point of contact function.
- Define hiring and operational metrics, build standardized scorecards, and ensure consistent reporting across stakeholders.
- Partner with analytics teams to surface insights, trends, and risks, and translate data into actionable recommendations.
Compensation Alignment and Offer Governance
- Act as the TA Compensation Champion in partnership with HR and Compensation teams.
- Support alignment on job ranges, approvals, and offer governance to ensure consistency and market competitiveness.
- Help identify gaps or friction points in the offer process and drive improvements.
- Partner with TA leadership and Compliance to identify, prevent, and respond to fraudulent applicant activity.
- Support the development of controls, detection processes, and escalation protocols.
- Coordinate investigations and resolution efforts with internal partners as needed.
AI Enablement and Innovation
- Serve as TA’s lead for AI and automation initiatives.
- Pilot and evaluate tools related to sourcing, screening, rediscovery, and recruiter productivity.
- Establish guardrails, ethical considerations, and success metrics to measure impact on speed, quality, and candidate experience.
Change Management and Adoption
- Lead and support change management efforts for TA initiatives, ensuring clear communication and strong adoption across recruiting teams and partners.
- Develop communication plans, training, and rollout strategies to embed changes into day to day operations.
- Act as a trusted advisor to TA leadership during periods of organizational or operational change.
- Ten or more years of directly related Talent Acquisition experience, with demonstrated breadth across recruiting operations, process governance, and enterprise stakeholder partnership.
- Previous recruitment management experience, including coaching recruiters and influencing hiring outcomes through structured operating rhythms and performance expectations.
- People leadership experience leading teams of five or more associates, with a track record of building capability, driving accountability, and improving team outcomes through clear priorities and support.
- Experience applying AI within recruiting operations, or a demonstrated drive to learn and implement AI enabled third party solutions that improve sourcing, screening, rediscovery, and recruiter productivity.
- Ability to design, pilot, and deploy low code or no code agentic AI solutions within enterprise platforms such as Copilot, with appropriate governance and measurable impact on recruiting speed, quality, and compliance.
- Demonstrated strength in project and program management, with the ability to lead complex initiatives and drive execution without direct authority.
- Deep understanding of Talent Acquisition operations, workflows, and compliance risk, including the ability to document, standardize, and scale processes.
- Ability to translate business needs into clear requirements and partner effectively with HRTS and Workday teams to drive configuration changes, testing, and adoption.
- Data driven mindset with strong analytical capability, including building metrics, scorecards, and executive ready insights that drive action.
- Strong executive communication skills, with the ability to align stakeholders across TA, HR, Compliance, Legal, and external partners.
- Proven ability to operate at the intersection of strategy, operations, technology, and risk, with a continuous improvement orientation.
Join an award-winning company
Five-time winner of “Best in KLAS” 2020-2022, 2024-2025
Black Book Research's Top Revenue Cycle Management Outsourcing Solution 2021-2024
22 Healthcare Financial Management Association (HFMA) MAP Awards for High Performance in Revenue Cycle 2019-2024
Leader in Everest Group's RCM Operations PEAK Matrix Assessment 2024
Clarivate Healthcare Business Insights (HBI) Revenue Cycle Awards for strong performance 2020, 2022-2023
Energage Top Workplaces USA 2022-2024
Fortune Media Best Workplaces in Healthcare 2024
Monster Top Workplace for Remote Work 2024
Great Place to Work certified 2023-2024
Innovation
Work-Life Flexibility
Leadership
Purpose + Values
Bottom line, we believe in empowering people and giving them the tools and resources needed to thrive. A few of those include:
- Associate Benefits – We offer a comprehensive benefits package designed to support the physical, emotional, and financial health of you and your family, including healthcare, time off, retirement, and well-being programs.
- Our Culture – Ensemble is a place where associates can do their best work and be their best selves. We put people first, last and always. Our culture is rooted in collaboration, growth, and innovation.
- Growth – We invest in your professional development. Each associate will earn a professional certification relevant to their field and can obtain tuition reimbursement.
- Recognition – We offer quarterly and annual incentive programs for all employees who go beyond and keep raising the bar for themselves and the company.
Ensemble Health Partners is an equal employment opportunity employer. It is our policy not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender, gender identity, religion, national origin, age, disability, military or veteran status, genetic information or any other basis protected by applicable federal, state, or local laws. Ensemble Health Partners also prohibits harassment of applicants or employees based on any of these protected categories.
Ensemble Health Partners provides reasonable accommodations to qualified individuals with disabilities in accordance with the Americans with Disabilities Act and applicable state and local law. If you require accommodation in the application process, please contact [email protected].
This posting addresses state specific requirements to provide pay transparency. Compensation decisions consider many job-related factors, including but not limited to geographic location; knowledge; skills; relevant experience; education; licensure; internal equity; time in position. A candidate entry rate of pay does not typically fall at the minimum or maximum of the role’s range.
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Ensemble Health Partners Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Ensemble Health Partners and has not been reviewed or approved by Ensemble Health Partners.
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Strong & Reliable Incentives — Quarterly bonuses, shift differentials, and performance-tied incentives are portrayed as meaningful additions to base pay. An all-employee bonus program and pay-for-performance approach are consistently highlighted.
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Leave & Time Off Breadth — Paid time off and holidays form a solid baseline for time away. Some accounts describe these as helpful to work-life balance and overall job value.
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Career-Linked Recognition & Rewards — Yearly raises, recognition of strong performance, and structured advancement ladders are called out in places. Paid certifications and tuition reimbursement reinforce development-linked rewards.
Ensemble Health Partners Insights
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What We Do
Ensemble Health Partners is a leading innovator in revenue cycle management, helping healthcare providers improve financial outcomes and patient experiences with an unrivaled depth of expertise and best-in-class technologies. Ensemble offers full revenue cycle outsourcing as well as a comprehensive suite of healthcare financial management point solutions. With clients spanning the U.S. and Europe, we have been helping to improve healthcare outcomes for millions of patients while saving hundreds of millions of dollars for healthcare providers. We are committed to bringing every provider that we support to the peak of revenue cycle excellence. Our approach forges true partnerships that dive deep into the details to find solutions and deliver results that last. Recognized with multiple industry awards and as a Becker’s Healthcare Top Workplace, Ensemble is setting a new standard for provider support services - redefining the possible in healthcare by empowering people to be the difference.
