• Collaborated with hiring managers to set recruitment action plans.• Sourced active and passive clinical, technical, and support candidates using multiple media.• Conducted virtual interviews, hired local and remote candidates for multi-state offices, determined compensation, and negotiated salaries.• Served as a development and implementation member for ATS GR8 People.Contract assignment concluded.

Managed high-volume full cycle recruitment efforts for 60-80 job vacancies of varying titles (revenue cycle coordinators, finance, financial clearance coordinators, coders, IT, nursing, allied health, customer service coordinators, security, environmental services, and more). Managed workflow expectations (system training, position control, writing job announcement content, sourcing, interviewing, salary determination and negotiations, and onboarding). Collaborated with stakeholders and hiring managers to create market specific recruitment strategies and action plans to fill hard to recruit positions. Sourced active and passive clinical, technical, and support candidates. Screened applicants, administered applicable testing instruments, conducted interviews, and determined and negotiated salaries. Hired local and remote candidates. Coordinated onboarding requirements for remote multi-state hires.Promoted employment opportunities at professional conferences, job fairs and career days in support of the recruitment plan. Sourced candidates through pipeline development, job boards, virtual events, and social media.Utilized the applicant tracking system SuccessFactors to create internal and external job postings, applicant management through hire, and reporting. Utilized HRIS system SAP for position control, employee master data content, reporting, and completing employee status transactions.

Sourced active and passive clinical, technical, and support candidates. Screened applicants, administered applicable testing instruments, conducted interviews, extended offers, negotiated salaries, and managed the onboarding process for new hires in accordance with hospital policy. Partnered with Department Managers, Directors, and VP’s to identify recruitment needs, implement strategic initiatives, and determine recruitment marketing action plans.Utilized PeopleFluent for talent management, and HRIS system Lawson for position control, employee master data, and reporting.

Designed and managed internal and external recruitment workflow operations and employment programs to meet workforce needs.Set departmental goals, objectives, performance, and productivity standards for a team of recruiters, generalists, and administrative staff. Developed and managed the annual operating budget. Led initiative implementing the automated paperless applicant tracking solution Position Manager / HealthcareSource for talent management, job requisitions, and onboarding processes. Served as the administrator and subject matter expert of the system. Created market specific recruitment strategies and action plans. Sourced active and passive clinical, technical, and support candidates to fill vacancies within the organization. Screened applicants, administered applicable testing instruments, conducted interviews, and determined and negotiated salaries. Established working partnerships with community organizations, workforce centers, and academic institutions to develop collaborative programs resulting in talent pipelines. Enforced corporate and union policies and procedures. Ensured the interpretation and application of union and non-union policies, regulations and procedures were uniformly applied. Provided guidance to managers on employer-employee relations issues (grievances, disciplinary actions, investigations, collective bargaining agreement interpretations, policies, and unemployment). Utilized the human resource information system (HRIS) Meditech for position control, employment data, budget management, and reporting.