text: Under direction of the Vice President of Human Resources, the Recruitment Manager will be a strategic and consultative partner with NCP's key stakeholders to develop and drive a talent acquisition strategy which attracts, engages, and retains talent—making NCP an employer of choice. The Recruitment Manager is responsible for the management of the recruitment function of the organization and will lead a team of recruiters. Demonstrated success managing high performance teams and executing effective recruitment strategies is essential in this role.
  Partner with VP of Human Resources and hiring managers to forecast staffing needs and identify areas where there are difficulty hiring qualified candidates; develop and drive a recruitment strategy to attract talent and build qualified candidate pipelines that support company goals and meet internal staffing deadlines.
  Develop and implement recruitment policies; oversee all sourcing, interviewing, selection, and pre-employment activities and processes to create a best-in-class candidate experience.
  Build strong and collaborative relationships with enterprise leaders to ensure business alignment and create an environment of trust, communication, and efficient processes.
  Set clear performance goals for team members, linking goals to organizational objectives. Coach, mentor, provide feedback, manage performance; provide direction and professional development opportunities.
  Interpret and disseminate key information, including changes in business priorities, recruitment strategies or processes, and workforce patterns.
  Manage escalated recruitment issues, implement solutions, and provide guidance and/or recommendations to hiring managers and recruiting team members.
  Manage own requisition load and successfully fill senior or executive level positions using technology, social media, referral networks, community outreach, military, educational institutions, professional organizations, or staffing firms.
  Report weekly recruitment activity and bimonthly/annual key performance indicator (KPI) metrics, evaluating internal/market trends and identifying additional opportunities that may exist.
  Responsible for team's accurate internal controls processes and annual audit readiness for compliance purposes.
  Continually improve recruitment processes and programs to ensure recruitment best practices and alignment with the company's commitment to being an equal opportunity employer.
  Maintain current knowledge of emerging technology, innovative sourcing trends, and best recruitment practices; cascade knowledge to recruiting team.
  Implement affirmative action plans and special recruitment goals and programs to ensure recruitment of diversified workforce with regards to hiring of women, minorities, veterans, or individuals with disabilities.
  Collaborate with Marketing to support the overall execution of the employment branding strategy.
  Negotiate employment fee structures, onboard, and liaise with staffing agencies.
  Research and manage recruitment vendors; evaluate effectiveness and determine preferred vendor list.
  Stay up to date with current federal and state employment laws and regulations.
  Execution of strategic talent acquisition plans to meet the organization's needs, including internal/external advertising and community outreach to ensure an adequate pipeline of talent.
  Effectively communicate with constituents and key stake holders of the business.
  Drive success of recruiting team, including managing prioritization, delegation, and overall accountability of team's activity.
  Effective design, implementation, evaluation, and continuous improvement of ongoing recruitment processes and programs to ensure efficiency and best practices.
  Execute accurate internal controls and annual audit readiness for compliance purposes.
  Bachelor's degree in human resources management or related discipline required.
  Minimum 7 years of full life cycle, high-volume recruitment experience required, including 3+ years leading and developing a recruitment team.
  Experience in a multi-facility or healthcare environment a plus.
  Demonstrated ability navigating a corporate environment and building strong and productive relationships at all levels of the organization.
  Strong project management skills with the ability to organize work and prioritize competing deadlines.
  Proven ability to implement successful, cost-effective, and creative sourcing strategies in competitive employment market conditions.
  Ability to identify root cause of recruitment issues and proactively develop solutions.
  Knowledge of federal and state employment laws and best practices in recruitment and selection, as well as human resources knowledge in compensation & benefits and employee relations required.