Human Resources Manager - Talent Acquisition

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This is a Stanford Health Care Tri-Valley job.

The Human Resources Manager is a vital role that supports our organization's commitment to fostering an engaging, inclusive, and productive work environment. This individual will champion HR initiatives that attract, develop, and retain talent, aligning with our mission to cultivate a team that upholds our organizational values, drives performance, and contributes positively to our overall business objectives. The HR Manager will take the lead in creating strategies for effective staffing, employee relations, performance management, training development, benefits administration, and legal compliance. This position is pivotal in promoting a company culture that celebrates diversity, encourages professional growth, and inspires a shared dedication to excellent service delivery.

Job Summary

As our Human Resources Manager of Talent Acquisition plays a crucial role in the healthcare industry by leading efforts to attract, recruit, and retain top talent. They are responsible for developing and implementing recruitment strategies, sourcing candidates through various channels, and managing the entire recruitment process. The Talent Acquisition Manager also collaborates with hiring managers to understand staffing needs and ensure the recruitment process aligns with organizational goals.  This function works closely with the HR Director and other key stakeholders in support of our goal to be an employer of choice in healthcare.

Essential Functions

The essential functions listed below are general examples and not a description of comprehensive duties.  Specific duties and responsibilities may vary depending on department or program needs without changing nature or scope of this position or level of responsibility. May be asked to perform other duties as assigned.

• Strategy Development & Execution: Develop and implement strategic talent acquisition plans aligned with organizational objectives.  Stay current on industry trends and best practices in healthcare recruitment to develop effective recruitment strategies / campaigns that attract candidates and maintain a healthy candidate pipeline.

• Recruitment Operations:  Manage, develop, and deliver all aspects of the recruiting process, including the development of recruitment department strategies, to include sourcing and pipeline development, screening and interviewing candidates, salary negotiations, and onboarding of all external and internal hires.
• Relationship Management:  Collaborate with hiring managers to understand staffing needs and develop recruitment strategies to support operational needs.  Build and maintain relationships with key healthcare industry professionals, external organizations, and education institutions.
• Integration with Organizational Values: Make certain that all aspects of the recruitment process and program support the mission and values of our organization, creating a cohesive and supportive work environment.
• Regulatory Compliance:  Partner with HR Leadership to ensure recruitment processes adhere to healthcare industry regulations and are compliant with legal requirements and all relevant laws.

• Communication and Education: Create meaningful presentations to communicate key changes and initiatives; provide updates and education to hiring managers and other key stakeholders on recruitment principles and processes.

• Budget Management: Responsible for the fiscal management of recruitment resources and programs within the allocated budget.
• Vendor Relationship Management: Manage relationships with vendors, consultants, and service providers to ensure recruitment processes effectively promote jobs and attract candidates.
• Analytics and Reporting:  Use data analytics to inform decisions for strategy development and to influence nimble recruitment tactics.  Effectively communicate and support recruitment program effectiveness through the development and delivery of meaningful reporting.
• Leadership:  In alignment with HR leadership, organizational values, and department guiding principles, effectively lead, evaluate, coach, and develop team to achieve goals.  By way of personal actions and accountability, create and support an inclusive work environment and foster a sense of belonging among all team members in the department and the organization. 

Job Qualifications

Education   

• Bachelor’s degree from an accredited college or university in Human Resources Management, Business Administration or other work-related discipline required
• Master’s degree in a similar field of study from an accredited college or university is preferred

Experience

• 5-8 years of progressively increased responsibility in Talent Acquisition.
• Three (3) or more years of leadership experience and managing operational teams.
• Prior experience in healthcare highly preferred.

License/Certification

• SPHR or SHRM-SCP preferred
• SHRM Talent Acquisition Specialty Certification highly preferred

Knowledge, Skills, and Abilities

• Knowledge of local, state and federal regulatory requirements related to areas of functional responsibility and HR.
• Knowledge of principles and methods of recruiting, candidate screening and interviewing, including social media
• Experience with Talent Acquisition Systems and Enterprise Resource Planning Software
• Demonstrated ability to drive process changes through data analysis and informed decision making
• Demonstrated ability to effectively foster positive working relationships, build consensus, and collaborate
• Demonstrated ability to maintain confidentiality of sensitive information
• Demonstrated ability s to work effectively with individuals at all levels of the organization
• Demonstrated ability to problem solve and analyze issues and data
• Demonstrated ability to effectively communicate complex topics
• Demonstrated ability s to plan, organize, prioritize, work independently and meet deadlines
• Demonstrated communication skills (verbal, written, listening, interpersonal and presentations)
• Demonstrated ability to apply judgment and make sound decisions to resolve complex issues
• Demonstrated ability to work effectively both as a team player and leader
• Demonstrated ability to investigate and manage conflict of employee issues
• Ability to develop business metrics, analyze data, make recommendations and present findings
• Ability to adapt to change and lead in time of ambiguity

These principles apply to ALL employees:

SHC Commitment to Providing an Exceptional Patient & Family Experience


Stanford Health Care sets a high standard for delivering value and an exceptional experience for our patients and families. Candidates for employment and existing employees must adopt and execute C-I-CARE standards for all of patients, families and towards each other. C-I-CARE is the foundation of Stanford’s patient-experience and represents a framework for patient-centered interactions. Simply put, we do what it takes to enable and empower patients and families to focus on health, healing and recovery.



You will do this by executing against our three experience pillars, from the patient and family’s perspective:

• Know Me: Anticipate my needs and status to deliver effective care
• Show Me the Way: Guide and prompt my actions to arrive at better outcomes and better health
• Coordinate for Me: Own the complexity of my care through coordination

Equal Opportunity Employer Stanford Health Care (SHC) strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, SHC does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity and/or expression, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements.

The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to, internal equity, experience, education, specialty and training. This pay scale is not a promise of a particular wage.