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Senior Director, Talent Acquisition

Date:  Jun 15, 2021
Location: 

Dallas, TX, US

Category:  Non Clinical Jobs
Shift Type:  Day
Requisition ID:  381781

Interested in a career with both meaning and growth? Whether your abilities are in direct patient care or one of the many other areas of healthcare administration and support, everyone at Parkland works together to fulfill our mission: the health and well-being of individuals and communities entrusted to our care. By joining Parkland, you become part of a diverse healthcare legacy that’s served our community for more than 125 years. Put your skills to work with us, seek opportunities to learn and join a talented team where patient care is more than a job. It’s our passion.

Primary Purpose
Reporting to the Vice President, Talent Acquisition in the department of Talent Management at Parkland Health & Hospital Services; this role manages and provides strategic direction to the organization’s Talent Acquisition Department. The Senior Director is responsible for developing, implementing and evaluating recruiting strategies and workforce planning to meet the current and future staffing needs of the organization. The leader will be conversant in best practices for hiring process design, recruiting tools/resources, sourcing techniques, employer brand development and leveraging data to adjust recruiting and talent acquisition strategies. Ensures efficient and effective applicant and onboarding systems and processes and effectively manages a team of 20-35 department staff members and resources.

 

Leveraging data/metrics-based decision-making skills, individual will lead continuous improvement efforts in the ongoing build-out and operations of our in-house recruiting team. This leader will drive the strategy and operations for recruiting across all Parkland facilities; building a best in class recruiting organization and enable Parkland’s leaders (clinical & non-clinical) to identify, engage, and hire the strongest team members with the right cultural fit.

 

Minimum Specifications

Education 

  • Bachelor's degree required. Human Resources or Business Administration related fields desired.
  • Master's degree preferred.

Experience

  • 10+ years proven track record leading strategic talent acquisition initiatives, environments and process. Experienced at building effective relationships, influencing decisions, delivering results, and improving the effectiveness of a high-volume, fast-paced environment with organization’s senior leadership.
  • 70% of experience must be in a corporate environment.
  • 5+ years people leadership experience in high volume, fast-paced Talent Acquisition departments required.
  • Medical/Healthcare environments highly desired. Agency recruiting experience a plus.
  • Staff training and development to improve departmental performance experience required
  • Experienced in establishing goals and owning the talent management process 
  • Proven experience designing, developing and leading strategic recruitment programs and initiatives is highly desired.
  • Professional experience leveraging data/metric to build and influence business relationships, discover and improve processes, and manage department initiatives, goals, and staff members is essential to success in role.
  • Effective building and executing robust, presentation level staffing strategies with internal and/or external customers.
  • Full life cycle recruiting (job posting, sourcing candidates, resume review, interview scheduling, calibration meetings, offer process management and onboarding) experience with ability to rollup sleeve and support team members.
  • Advance professional experience utilizing MS Office and Applicant Tracking Systems (i.e. Success Factors, Taleo, PeopleSoft, etc.)
  • Strong knowledge of recruitment market trends impacting diversity recruitment space
  • Strong professional and business acumen and ability to develop effective relationships with senior leadership

 

Certification/Registration/Licensure

  • Professional in Human Resources Certification desired (PHR/SPHR, or SHRM-CP/SHRM-SCP)
  • Development Dimensions International (DDI) Target Selection Interviewer and Trainer certification preferred
  • Certification from the AIRS organization as a CIR (Certified Internet Recruiter) preferred
  • Strategic Workforce Planning (SWP) Certification preferred
  • Must have Federal Emergency Management Administration (FEMA) course certification for IS-700.B: An Introduction to the National Incident Management System (NIMS) or obtain within 30 days of placement in role.
  • Must have Federal Emergency Management Administration (FEMA) course certification for IS-100.C: Introduction to the Incident Command System (ICS 100) for Healthcare/Hospitals or obtain within 30 days of placement in role.
  • Must have Federal Emergency Management Administration (FEMA) course certification for IS-200.HCA: Applying ICS to Healthcare Organizations (ICS 200) or obtain within 30 days of placement in role.

 

Skills or Special Abilities

  • ability to maintain ongoing knowledge of Parkland policy and procedures, federal and state laws regarding employment practices and provide updates to Talent Acquisition, HR Staff and department leadership.
  • ability to develop and maintain a strategic relationship with clients, HR Business Partners, Leadership & Organizational Development, and other HR functions.
  • ability to communicate with others in a clear, understandable and professional manner on the phone and in person; and demonstrate the use of good written and verbal communication skills
  • ability to interact with peers, executives, and others in a manner that represents Parkland positively.
  • have a clear and thorough understanding of social media channels in a business environment, including such applications as Facebook, Twitter, LinkedIn, and Foursquare.
  • demonstrate effective supervisory skills and techniques.
  • have a wide degree of creativity, near and long-term recruiting vision, business understanding, and personal organization.
  • manage competing demands, accept criticism and constructive feedback, while being adaptable and flexible.
  • demonstrate the ability to manage the recruitment process for a broad/deep range of positions.
  • quickly assimilate technical information and build solutions to the optimal balance of meeting business needs, beating competitors, and operating within financial resource constraints.
  • handle sensitive and confidential information appropriately.
  • develop and maintain a strategic relationship with clients, Talent Management Business Partners, Parkland Academy, and other OTM functions.
  • communicate with others in a clear, understandable and professional manner on the phone and in person; and demonstrate the use of good written and verbal communication skills.
  • improve organizational attractiveness and effectiveness by recommending new policies and practices, monitoring job offers and compensation practices and emphasizing benefits and perks.
  • learn and apply new information, knowledge and experiences in a timely manner.
  • be flexible and adaptable to change.
  • work on multiple tasks and projects and to prioritize.
  • prefer familiarity with PeopleSoft and SuccessFactors Talent Acquisition/Management solution.
  • strong initiative and solid judgment abilities/skills.
  • good organizational and decision-making skills, and attention to detail.
  • demonstrate intermediate computer skills to include knowledge of Microsoft Office applications and the use of e-mail.
  • internet savvy and experienced in mining online databases

 

Responsibilities

Planning:

  • Work with clinical & non-clinical management to design, execute and monitor staffing plans based on market data, financial, and competitive analysis.
  • Work with senior management to successfully support growth goals with appropriate staffing coverage.
  • Partner and act as a key stakeholder and leader in planning around provider compensation, benefits and overall value proposition.

Customer Experience:

  • Strategic planning and oversight of programs supporting positive candidate experiences throughout the hiring process and in alignment with organization’s values.
  • Leverages data/metrics to analyze and measure departmental performance in all stages of the Talent Acquisition process; improving processes to ensure quality candidate experiences.

Department Management:

  • Effectively manage department resources and budgets, implementing productivity enhancing and cost control initiatives.
  • Create a culture that maximizes the talents and skill set of the department. -
  • Define and enforce organization/department policies and procedures which support the organization’s goals and mission. Will also ensure compliance with federal and state regulations.

Sourcing & Selection: 

  • Oversight of sourcing and selection strategies that support a highly qualified and diverse clinical staff of physicians and advanced practice providers.
  • Develop cost effective tools, systems, programs and relationships that provide a positive ROI and align to support organizational goals.
  • Ownership of business relationships with functional service lines to effectively implement targeted outreach and recruiting strategies.

Building Teams & Leading People:

  • Owning the overall Talent Acquisition department’s vision of being a result driven department, incumbent will be responsible for the continuous and sustainable improvement of their team’s service offerings to its internal customers.
  • Establish and execute regularly scheduled performance management meetings with team members with a focus on bar raising job performance and managing accountability for short-comings.
  • Lead the design and facilitation of team training events.
  • Leverage data/metrics to manage individual and overall team performance
  • Interview and hire talent that supports the advancement of the Talent Acquisition department.
  • Demonstrates effective communication skills (verbal & documented) when establishing performance milestones, assigning task/duties, adherence to company values, policies and procedures.

Strategic Leadership & Partnering:

  • With a continuous improvement mindset, identifies, designs and executes programs/initiatives that raise the bar around team’s performance improving customer experiences.
  • Stays abreast of the latest developments, advancements, and trends in the Talent Acquisition field; leverages acquired information to enhance the skills and capabilities of the department.
  • Maintains knowledge of applicable rules, regulations, policies, laws and guidelines that impact the area. Develops effective internal controls designed to promote adherence with applicable laws, accreditation agency requirements, and federal, state, and private health plans.
  • Integrate best-practices (technology, assessment, interviewing, candidate experience) into current practices.
  • Maintain effective business partnering with HR Centers of Excellence and other stakeholders to design, develop, and drive innovation within Talent Acquisition. Leverage partnerships to remove obstacles of department while streamlining internal processes.
  • Serve as a subject matter expert to successfully educate and train team members on all system functionality and talent acquisition processes and provide support to new team members

Technical Accountability:

While the primary function of the senior director role will be process and people management, incumbent may be required to provide hands on support in certain situations. Therefore, the incumbent must be capable of the following duties:

  • Leverages established business relationships to advice and consult department leaders and hiring managers staffing strategies throughout hiring process.
  • Monitor and ensure 100% compliance of hiring process activities and resolve any discrepancies that may arise prior to completion of the hiring process
  • Actively provide full life cycle recruiting support when needed

 

Job Accountabilities

  1. Identifies and analyzes the design of jobs, work processes, work flows, etc. for the area and implements appropriate changes to improve effectiveness, productivity, and efficiency that support the overall goals of the department and Parkland.
  2. Stays abreast of the latest developments, advancements, and trends in the field by attending seminars/workshops, reading professional journals, actively participating in professional organizations, and/or maintaining certification or licensure. Integrates knowledge gained into current work practices.
  3. Maintains knowledge of applicable rules, regulations, policies, laws and guidelines that impact the area. Develops effective internal controls designed to promote adherence with applicable laws, accreditation agency requirements, and federal, state, and private health plans. Seeks advice and guidance as needed to ensure proper understanding.
  4. Develops and monitors annual budgets that ensure the department has the necessary funds to carry out the goals and objectives that have been established for the department.
  5. Develops, implements, monitors, and revises annual goals and objectives for the department that support the missions and objectives of Parkland.
  6. Selects, trains, schedules, motivates, supervises, and evaluates employees making recommendations for disciplinary actions up to and including termination, to ensure maximum utilization of individual and group capabilities. Ensures that assigned employees receive opportunities to further their knowledge.

Parkland Health and Hospital System prohibits discrimination based on age (40 or over), race, color, religion, sex (including pregnancy), sexual orientation, gender identity, gender expression, genetic information, disability, national origin, marital status, political belief, or veteran status.


Nearest Major Market: Dallas
Nearest Secondary Market: Fort Worth

Job Segment: Manager, Medical, Patient Care, Healthcare Administration, Management, Healthcare