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Director, Talent Acquisition - Houston, United States - Houston Methodist
Description
At Houston Methodist, the Director Talent Acquisition position is responsible for providing strategic direction of recruitment strategies and processes.This position oversees recruitment marketing strategies, implements innovative sourcing methods, identifies and scales best practices in recruitment, manages systemwide applicant tracking system, implements selection assessments, and creates development tools and strategies for recruiters across the system.
Ideal candidates are passionate about sourcing and recruitment. They are familiar with leading best practices and open to innovation and new strategies and practices. Strong candidates will demonstrate the ability to drive out best practices while partnering and collaborating with others.The Director position responsibilities include overseeing the activities of the department staff, ensuring quality, productivity, functional excellence and efficiency to accomplish strategic and operational objectives.
In addition, this position is accountable for employee engagement, adequate staffing levels, budget development and compliance, staffing decisions such as hiring and terminating employment, coaching and counseling employees on work related performance, and developing and implementing policies and procedures to ensure a safe and effective work environment.
This position also ensures training, monitoring and operations initiatives are implemented which secure compliance with ethical and legal business practices and accreditation/regulatory/government regulations.
PEOPLE ESSENTIAL FUNCTIONS
Directs, develops and implements strategic and operational/high level projects and processes either through independent/highly autonomous work or through the facilitation of work teams to enable the effective and efficient completion of objectives.
Oversees management of and ensures development for staff to meet overall objectives in terms of quality, service and cost effectiveness.
Provides timely guidance and feedback to help others strengthen specific knowledge/skill areas needed to accomplish a task or solve a problem.
Directs management responsibilities of selection, scheduling, supervision, retention, and evaluation of employees.Meets or exceeds threshold goal for department turnover and/or system metrics on employee engagement indicators.
Provides leadership and communication to maintain a competent and engaged employee group by conducting regular department meetings to review policies and procedures and operational matters, rounding on all employees, completing performance appraisals, conducting new hire feedback sessions, coaching/corrective counseling, and providing recognition/commendations to achieve desired outcomes.
Identifies opportunities and takes action to build strategic relationships between one's area and other areas, teams, departments, and units to achieve business goals.
Drives the promotion of teamwork within and between departments; participates and/or leads and facilitates department process improvements as needed.Partners with System Executives, key business leaders, and HR team to develop comprehensive sourcing strategy to support identified workforce staffing needs.
Directs search processes in collaboration with System Executive for key positions, particularly senior management and corporate department openings.Provides direction to set enterprise priorities for talent acquisition strategies/tactics and collaborates with HRBP of Workforce Planning.
SERVICE ESSENTIAL FUNCTIONS
Oversees department operations, designated projects, schedules and activities as needed to ensure that goals or objectives are accomplished within the prescribed time frame.
Sets priorities and functional standards, giving direction to staff as necessary to ensure the best possible delivery of service and high customer/patient satisfaction.
Drives department service standards and activities to impact department and/or system score for patient/customer-based satisfaction, through role modeling and fostering accountability.
Serves and actively participates on various entity committees as a voice for the department.Evaluates and implements innovative tools and resources make the talent acquisition process more efficient/effective.
Serves as a consultant to HR leadership and system recruiters to ensure processes are designed in collaboration with key stakeholder.
QUALITY/SAFETY ESSENTIAL FUNCTIONSEnsures a safe and effective working environment; monitors and/or revises the department safety plan and/or any specific accreditation/regulatory required safety guidelines.
Responsible for staff maintenance of credentials and competencies, per accrediting/ licensing agency and/or department guidelines as applicable.Employs a proactive approach in the optimization of safe outcomes and information systems by monitoring and improving the department workflow and enhancing operations, using peer-to-peer accountability and identifying solutions via collaboration.
Implements process improvements utilizing tools such as lean principles. Role models situational awareness, using teachable moments to improve safety.Responsible for employee compliance to policies and procedures and performs associated actions upon non-compliance (i.e., licensure/certification compliance, focal point review requirements, disaster plan, in-services, influenza immunization, wage and hour, standard hours, timely termination submission, timely timecard approval, etc.).
Develops and implements talent acquisition metric reporting systems that evaluate the effectiveness of the talent acquisition function.Provides the business and HR functions information on activities and areas for continuous improvements related to recruitment tactics, processes and strategies.
Collaborates with System Executives and other members of HR and key management groups across Houston Methodist on strengthening the value proposition of our employer brand and the commitment to enhancing the diversity of the HM workforce.
FINANCE ESSENTIAL FUNCTIONS
Develops and manages department operational and capital budgets, approvals, and ongoing maintenance of the department(s), ensuring operation in a cost-effective manner.
Proactively identifies and plans for capital needs related to current equipment and future department projects. Ensures staffing plans and schedules meet department needs that reflect understanding of the importance of cost-effectiveness.Creates department strategies to achieve financial target and staffing needs, through optimizing productivity, supply/resource efficiency, minimizing incidental overtime and overtime percentage, and other areas according to department specifications.
Analyzes, reviews, and negotiates contracts with external providers, looking for system opportunities. Collaborates with HR leadership to recommend ways to gain efficiency and consistency with the utilization of external provider.GROWTH/INNOVATION ESSENTIAL FUNCTIONS
Identifies and implements innovative solutions for practice or workflow changes to improve department, entity or system operations by leading unit projects and/or other department/ system-directed activities.
Proactively leads task forces and committees. May represent HM at assigned community or professional organization meetings.Drives change initiatives, maintaining effectiveness when experiencing major changes in work responsibilities or environment; adjusts effectively to work within new work structures, processes, requirements or cultures.
Partners effectively with stakeholders as appropriate.Ensures own career discussions occur with appropriate management. Completes and updates My Development Plan (MDP) on an on-going basis. Conducts conversations with staff on their development and MDP.
Evaluates and recommends recruitment events/strategies such as job fairs; resume database subscriptions, internal and external promotional/career development marketing program.
Leads system recruitment marketing in collaboration with HR Leadership to continue to position Houston Methodist as employer of first choice.
This job description is not intended to be all-inclusive; the employee will also perform other reasonably related business/job duties as assigned.
EDUCATION
Bachelor's degree
Master's degree preferred
WORK EXPERIENCE
Seven years of progressively responsible experience in applicable field, of which three years must have been in a people management role
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