Job Summary

Implements and measures talent strategies and programs related to talent identification, attraction, acquisition, selection, joining and retention throughout assigned departments, entities, service lines, and region(s). The manager is also responsible for the achievement of regulatory compliance objectives and strategic workforce planning (SWP), average days to fill an open position, quality of hire and retention goals for assigned region or service lines. Builds relationships to strengthen the current talent management strategies and programs by partnering closely with assigned leadership group to meet the current and future talent needs.

Job Duties

• Responsible for managing relationships with assigned clients and HR partners to develop strategic workforce plans (SWP) which are closely aligned to the business strategy and anticipates labor and skill shortages in the future (including the use of contingency staffing).
• Educates direct reports on the use and interpretation of analytics, data and metrics to analyze different workforce trends and scenarios; performs gap analysis to reconcile the differences between the current and future state needs and develops a detailed action plan to accomplish the initiatives required by the strategic workforce plan including modifications if conditions change.
• Diversity, Inclusion and Cultural Competency: Encourages and fosters partnerships between direct reports and other HR team members including HR Generalists, OD Specialists, etc.
• Ensure clients are educated about policies, practices, and procedures to ensure that all qualified applicants and employees receive an equal opportunity for recruitment, selection, advancement, and every other aspect of their employment.
• Accurately interprets, utilizes and communicates an understanding of placement rate goals, process for establishing job groups determined to be underutilized, establishing and measuring Good Faith Efforts, adverse impact and other potential barriers to attracting, hiring, promoting, and retaining a diverse talent community.
• Partners with members of leadership to proactively identifies the needs of the organization through development of formal frameworks and career pathways in partnership with local, regional and national educational institutions, as well as internal training and certification programs.
• Partners with HR Generalist and OD Specialist to create, implement and measure talent strategies and programs which develop critical capabilities to fulfill business needs and offer a variety of career progression and life-cycle, workload, location, schedule and role.
• Educates and collaborates with hiring managers to promote relationships at target universities and develop pipelines through programs such as internships, externships, residency, fellowship, etc.
• Measures return on investment related to sourcing and attraction strategies.
• Leverages relationships with internal partners (sales and marketing, corporate communications, IT, HR Generalist) and external partners (media planners, vendors, etc.) to assess the competition and implement measurable (key metrics) talent attraction strategies and programs.
• Relationship Management: Serves as an expert in relationship management.
• Coaches direct reports to develop and fosters relationships as a talent strategist in partnership with assigned client group utilizing a service-level agreement (SLA); identifies business challenges, recommends, implements and measures innovative talent solutions.
• Builds relationships with a diverse cross-section of colleges and universities and community groups to create partnerships, training programs, clinical rotations, workforce plans and alumni programs to build pipelines for identified hard-to-recruit positions.
• Talent Selection and Joining Job Posting and Marketing: Collaborates with leadership and direct reports to identify the core competencies desired, the most important.
• Screening, Assessments and Interviews: Coordinates the development and implementation of validated assessments related to behavioral and skill assessments; monitors reporting and measures of adverse impact.
• Conducts behavioral-based interviews and partners with HR Generalist and OD Specialist to provide hiring manager with resources and education and training related to interviewing and selection.
• Offer and Acceptance: Collaborates with compensation management team to create processes, programs and policies which support a compelling offer.
• Maintains current knowledge and education of regulations, laws and policies which impact specific positions and demonstrates the understanding when evaluating and adjudicating background reports.
• Collaborates with other leaders in talent management to create and implement standard work which delivers an exceptional visit experience for the candidate and their family (when applicable).
• Engages and partners with key stakeholders in Credentialing, Employee Health, HR and Department Operations to create and implement standard work which delivers a well-coordinated and synchronized on-boarding experience.
• Relocation and Welcome: Engages and partners with key stakeholders to create and implement standard work which delivers an orientation agenda that acclimates new employees to our culture and the Geisinger commitment to caring.
• Develops creative and effective programs and strategies designed to retain and engage talent in identified hard-to-recruit positions (Residency and Fellowship, Internships and Externship, Alumni and Boomerang, Silver Medalist, phased-transition retirement).
• Develops and utilizes reports, analytics and data related to enhancing the first 90-days of employment, improving first year performance and increasing first-year retention.
• Employee Experience: Ensures the monthly distribution of a standardized 30, 60 and 90 day check-in electronic surveys for newly hired employees in defined hard-to-fill positions with a focus on first-year retention and an enhanced candidate experience.
• Partners with peers and direct reports to analyze data, develop strategies and measure results in partnership with members of HR to engage and retain employees.
• Employee Quality and Performance: Utilizes data to measure and interpret the first 90 days; accurately interprets and communicates themes for action.

Work is typically performed in an office environment. Accountable for satisfying all job specific obligations and complying with all organization policies and procedures. The specific statements in this profile are not intended to be all-inclusive. They represent typical elements considered necessary to successfully perform the job.

Position Details

Education

Bachelor's Degree- (Required), Master's Degree- (Preferred)

Experience

Minimum of 5 years-Related work experience (Required)

Certification(s) and License(s)

OUR PURPOSE & VALUES: Everything we do is about caring for our patients, our members, our students, our Geisinger family and our communities. KINDNESS: We strive to treat everyone as we would hope to be treated ourselves. EXCELLENCE: We treasure colleagues who humbly strive for excellence. LEARNING: We share our knowledge with the best and brightest to better prepare the caregivers for tomorrow. INNOVATION: We constantly seek new and better ways to care for our patients, our members, our community, and the nation. SAFETY: We provide a safe environment for our patients and members and the Geisinger family We offer healthcare benefits for full time and part time positions from day one, including vision, dental and domestic partners. Perhaps just as important, from senior management on down, we encourage an atmosphere of collaboration, cooperation and collegiality. We know that a diverse workforce with unique experiences and backgrounds makes our team stronger. Our patients, members and community come from a wide variety of backgrounds, and it takes a diverse workforce to make better health easier for all. We are proud to be an affirmative action, equal opportunity employer and all qualified applicants will receive consideration for employment regardless to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran.

We are an Affirmative Action, Equal Opportunity Employer Women and Minorities are Encouraged to Apply. All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of disability or their protected veteran status.

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