*NOTE: Strong preference and prioritization of candidates who come to the table with internal talent acquisition Director level leadership vs. RPO/contract external recruiter experience, as well as those with Healthcare Provider level recruitment experience.
The Director of Talent Acquisition will lead the Talent Acquisition Team to develop a pipeline for talent to support the current and future needs of the organization to ensure an effective and efficient recruiting process for all areas. Will provide exceptional customer service and candidate experience through the talent acquisition lifecycle. The Director will also be responsible for the strategic planning and execution of recruitment strategies for the organization and to collaborate with the Marketing on Employer Branding. Manages ongoing relationships with recruitment agencies to ensure service standards are met. Oversees staff and resources of department and establishes departmental policies and procedures. Delivers talent acquisition strategies to improve processes, tools, programs, and delivery channels to increase return on investment and operational efficiencies. Provides leadership, training, coaching, and guidance to department staff and hiring leaders on full-cycle recruiting process, including interviewing best practices, offer recommendations, job offer negotiations, closing offers and job offer creation.
Key Tasks and Responsibilities:
• Provide leadership support and strategic direction to the talent acquisition function.
• Serve as a business partner with leadership to develop effective sourcing and recruitment strategies that result in client satisfaction.
• Oversee Talent Acquisition team in effectively delivering on those sourcing and recruitment strategies as well as developing effective relationships within the organization and the hiring community to have influence and impact with the recruiting process and hiring.
• Manage full life cycle recruitment (post, source, prescreen, schedule, background, references, offer, etc.).
• Complete hiring process within defined metrics to minimize overall days to fill.
• Partner and collaborate with key interdepartmental stakeholders (i.e., IT, clinical orientation team) for impact in this time-to-start larger pre-hire process.
• Develop appropriate marketing strategies, define roles and responsibilities of hiring team, and develop service-level agreements to ensure an effective and efficient recruitment lifecycle while minimizing cost-per-hire.
• Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates.
• Direct work to achieve and sustain organization's workforce planning needs.
• Create strategy design and execution for talent acquisition planning.
• Show accountability by building and reporting on measures and outcomes for continuous improvement in the recruitment process and hiring decisions.
• Position talent acquisition function to provide a positive candidate experience.
• Collaborate with Marketing Department to develop employer branded campaigns to support the hiring of top talent who align with the mission, vision, values and Longevity Health’s People Strategy.
• Utilize social media, sourcing, and attracting strategies.
• Effectively oversee the use of the following: advanced internet mining, social media, networking resume mining, direct mail campaigns, lead refinement, targeted advertising campaigns, attendance at professional job conferences and fairs; attendance at key community/discipline events and other high-impact talent acquisition practices to attract the best qualified candidate.
• Develop and execute recruiting strategies across the organization and for specific targeted departments or positions.
• Through collaboration, establish innovative candidate sourcing strategy, especially for hard to fill positions.
• Develop talent pools by leading the activation of sourcing strategies and sourcing implementation plans by function/job.
• Determine new and innovative strategies to activate in future sourcing activities and continuously improve the talent acquisition process as needed.
• Identify, build and sustain technology for best practice talent acquisition (ATS).
• Provide a positive candidate experience with a strong customer focus.
• Train leaders on the talent acquisition process as well as on the strategic direction.
• Establish and maintain relationships with senior leadership and departmental management to be a consultative resource and trusted advisor.
• Maintain a current knowledge and understanding of regulations, laws, best practices and new developments in Human Resources by participating in professional conferences and educational opportunities, reading professional publications, maintaining professional networks and participating in professional organizations.
• Performs other related duties as assigned.
Credentials & Coverage:
• SHRM/HRCI Certification required.
• Valid state driver’s license with a good driving record and proof of automobile insurance required.
• Auto liability insurance coverage per minimum required by home state. [for 100% Remote, Non-Member Facing Roles]
Education and Training:
• Bachelor’s Degree in related field required. Master’s degree preferred.
Knowledge and Experience:
• 5+ years leadership of Talent Acquisition within a multi-state healthcare/health plan organization with direct reporting Talent Acquisition employees required.
• 10+ years professional experience in recruiting function with experience in full cycle recruiting.
• Proven track record of developing creative recruiting strategies that drive overall business effectiveness.
• Ability to translate business plans to recruitment strategies.
• Knowledge of Applicant Tracking Systems and HRIS technology, including advanced knowledge of job board integrations.
• Experience with Smartsheet workflows preferred.
• Ability to work in a fast-paced setting.
• Excellent relationship management skills-ability to establish credibility and partner with leaders to identify talent gaps, needs, risk and plans for actions
• Ability to manage multiple tasks with multiple priorities.
• Possesses above average verbal, written and oral communications with all constituents.
• Ability to demonstrate a strategic perspective, problem solving and analysis.
• Understands national and regional labor market trends.
Company Overview:
Founded in 2018, Longevity Health started as an Institutional Special Needs Plan (ISNP), a type of Medicare Advantage health plan that addresses significant unmet needs of long-term institutionalized members who reside in nursing homes. Through rapid growth from 2018 to 2022, we expanded our market footprint and currently offer ISNP Medicare Advantage plans in Colorado, Florida, Illinois, Michigan, New Jersey, New York, and North Carolina.
In 2023, we expanded our service offerings to the broader health plan market. In addition to our existing markets where we are both the ISNP and the care management team, we are now partnering with National Carriers on their offered ISNP plans in Ohio, Pennsylvania, upstate New York, Georgia, South Carolina, and Texas, with implementations in progress for several other additional US states. This allows us to utilize our core skills of supporting clinical post-acute needs of this vulnerable senior population Currently 13 markets and expanding rapidly.
Company Disclaimers:
Longevity Health is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, disability status, protected veteran status or any other characteristic protected by law.
It is the policy of Longevity Health to follow Federal and / or State regulations surrounding COVID vaccinations. While CMS guidelines have been relaxed, there are some LHP facilities which will still require staff be vaccinated in an effort to protect the health of the members / patients we serve. If your assigned location(s) require all staff to be fully vaccinated, you are required to obtain and / or provide documentation related to your COVID vaccination. To confirm whether your assigned location(s) require COVID vaccinations, please refer to the Facility Guide Job Aid located on Longevity Health Plan’s intranet site.
The Company will engage in an interactive process with individuals who cannot be vaccinated for medical or sincerely held religious beliefs to determine if a reasonable accommodation can be made. While an exemption/accommodation may be initially granted, if at any time during employment, it is determined that an exemption/accommodation that has been granted is no longer considered a reasonable accommodation, it can result in employment with the Company ending.
Candidates must meet the Company’s hiring criteria which include a pre-employment background and drug screening.
Longevity Health offers a competitive compensation and benefits package which includes medical, dental, vision, short and long-term disability, life insurance, and 401(k).
Submission of false information during the application process may result in immediate termination of employment without notice.