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Talent Acquisition Manager - Behavioral Health Corporation 901

Alameda, California, United States

Talent Acquisition Manager - Behavioral Health Corporation 901

  • Alameda, California, United States

Founded in 1965, Telecare is a rapidly growing mental health care company dedicated to making a difference for our clients, the community, and our employees. We offer an array of mental health services to adults with serious mental illness. We partner with public sector entities and behavioral health organizations and have over 155 programs and over 4,300 employees across the country. And we 're growing all the time! When you work at Telecare, you help to empower thousands of individuals every day in their journeys of recovery.

Our Corporate Headquarters has over 250 employees in following departments: Executive, Development, Finance, Information Systems, Human Resources, Operations, and Marketing & Operations.

Employment Status: Full-Time

POSITION SUMMARY
The Talent Acquisition Manager develops and implements company-wide recruitment strategies for physicians/prescribers as regional recruitment efforts. The Talent Acquisition Manager ensures a flow of qualified and diverse candidates who share Telecare's values.

ESSENTIAL FUNCTIONS
• Demonstrates the Telecare mission, purpose, values, and beliefs in everyday language and contact with the public and other staff members
• Collaborates with management to ensure timely understanding of current and future workforce needs; implements improvements to sourcing, selection, and retention processes
• Develops and implements recruitment plans
• Facilitates recruitment meetings, as needed
• Creates company-wide recruitment reports to measure recruitment outcomes, including vacancy rate, new hire source, and retention ratio reports
• Presents recruitment outcomes quarterly and annually for the Northern California region and company-wide
• Evaluates report data to determine specific recruitment needs and develops action plan
• Recruits for senior level positions, as needed
• Represents Telecare in various capacities relating to recruitment
• Keeps abreast of recruitment and retention trends in the health care market
• Makes recruitment and retention recommendations to Director of Talent Management
• Designs and conducts recruitment and interviewing workshops
• Ensures Hiring Advisory Teams are utilized at all programs and facilitates Hiring Advisory Team trainings
• Develops recruitment tools for managers and staff with recruitment responsibilities
• Collaborates with the Corporate Communications Department to enhance recruitment marketing through use of printed material, Telecare's website, media, and other communication vehicles
• Develops and implements an efficient and effective exit interview process
• Develops systems to evaluate new hire feedback for improvements of recruitment and retention practices
• Supervises Employment Services Specialist and Employment Services Coordinator
Duties and responsibilities may be added, deleted and/or changed at the discretion of management.

QUALIFICATIONS
Required:
• Three (3) years of experience in recruitment
• B.S./B.A. Degree in Human Resources or a related field
• Knowledge and experience with MS Word, Excel, and HRIS or applicant tracking systems
• The ability to read, write, and speak English is crucial
• Must be at least 18 years of age
• All opportunities at Telecare are contingent upon successful completion and receipt of acceptable results of the applicable post-offer physical examination, 2-step PPD test for tuberculosis, acceptable criminal background clearances, excluded party sanctions, and degree or license verification. If the position requires driving, valid driver's license, a motor vehicle clearance and proof of auto insurance is required at time of employment and must be maintained throughout employment. Additional regulatory, contractual or local requirements may apply

SKILLS
• Demonstrated skills in creative sourcing and recruiting strategies for diverse candidates
• Excellent interviewing and interpersonal skills are essential
• Able to work with minimal direction and supervision and the ability to effectively organize work

PHYSICAL DEMANDS
The physical demands here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

The employee is occasionally required to walk, stand, bend, squat, kneel, twist, reach, lift and carry items weighing 10 pounds or less and do simple grasping, drive as well as frequently sit.

EOE AA M/F/V/Disability

Equal Opportunity Employer Description
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
Pay Transparency Policy Statement
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.