The Talent Acquisition Business Partner is accountable for end-to-end solutions to satisfy short-term, mid-term, and long-term staffing needs. The incumbent is responsible for developing and implementing solutions in the areas of recruitment, retention, and workforce planning. This position is accountable to creatively source qualified candidates for prospective employment through both traditional and non-traditional sources and ensures that approved staffing levels of qualified candidates are maintained and in conjunction with organizational leaders agreed staffing goals. The Talent Acquisition Business Partner provides data and analysis on systems and processes and executes on an aligned strategy to deliver a best-in-industry internal recruiting function
Pro-actively supports targeted outreach efforts to create and sustain a pipeline of talent at all levels, researches candidates, networks and develops relationships with potential candidates, conducts exploratory interviews, develops system to ensure follow up, and develops and maintains future contact files for all areas.
Writes and reviews creative “sales style” job postings to attract diverse candidate pools for various positions.
Accountable for recruitment-related activities to include, but not limited to, internal and external sourcing through job postings or other methods, candidate screening, interviewing candidates, resume review and distribution, scheduling interviews, composing offer letters, assuring that pre-employment requirements are adhered.
Primary point of contact for internal and external candidate correspondence including recruitment process updates and final communication to applicants upon close of position.
Tracks individual recruiting activity including resumes received, interviews conducted, number of hires, etc. utilizing an applicant tracking system.
Partners with business units to assess, determine and fill human capital needs.
Clearly defines and obtains position requirements and gathers information regarding group environment, culture, etc., to ensure proper candidate suitability.
Determines candidate suitability by interviewing, evaluating commitment, negotiating compensation package, assessing relevant experience, education, skills and other qualifications to help determine pay, etc.
Partners closely with HR and line of business leadership teams to gather input and continuously educate stakeholders on the process, roles and responsibilities in a collaborative effort to support the recruitment process.
Understands and evaluates processes and makes recommendations for changes and improvements.
Participates in the launch of new recruiting policies, programs and services efforts and supports the COE’s efforts to monitor and continuously optimize and enhance the use of existing processes and tools; drives adherence and compliance with company policies and procedures.
Familiar with Excellus Health Plan’s non-management recruitment processes and assists others in understanding of Talent Acquisition policies, processes and technologies across the organization.
Assists with updating and communication of talent acquisition policies and standards, in response to changing regulations and/or internal business requirements.
Partners with HR leaders both internally and externally to continuously monitor and evaluate the effectiveness of the recruiting services outsourcing model, ensure that the process, roles and accountabilities are clearly understood, and identify strength and opportunity areas for improvement.
Monitors the performance of existing recruiting processes and programs including key operational metrics, adherence to Excellus Health Plan assessment strategy and background check requirements.
Accountable for own work as well as contributing to team, department and/or business results.
Embraces new technology and stays abreast of internet and web-based sourcing tools.
Champions maintaining an environment that ensures efforts and resources are focused on activities that yield the greatest results, minimizing vacancy fill time and utilizing cost-effective recruiting approaches to hire the highest quality candidates.
Develops and maintains relationships with employment agencies, placement firms and job posting site account managers.
Consistently demonstrates high standards of integrity by supporting the Lifetime Healthcare Companies’ mission and values, adhering to the Corporate Code of Conduct, and leading to the Lifetime Way values and beliefs.
Maintains high regard for member privacy in accordance with the corporate privacy policies and procedures.
Regular and reliable attendance is expected and required.
Performs other functions as assigned by management.
LEVEL II (in addition to Level I responsibilities)
Leads strategic Talent Acquisition initiatives to achieve team goals and efficiencies.
Participates in the design and launch of new recruiting policies, programs and services efforts and support the COE’s efforts to monitor and continuously optimize and enhance the use of existing processes and tools; drive adherence and compliance with company policies and procedures; and develop new programs, tools and initiatives to meet the organization’s talent acquisition needs.
Collaborates on the development, alignment, refinement, updating and communication of talent acquisition policies and standards, in response to changing regulations and/or internal business requirements.
Proactively prepares for future hiring needs, both short-term (reorganizations, impending retirements; etc.) and long-term (anticipated retirements, business unit restructures, etc.) by actively participating in COE meetings.
LEVEL III (in addition to Level II responsibilities)
Subject matter expert on the Excellus Health Plan’s management and non-management recruitment processes and assists others in understanding of Talent Acquisition policies, processes and technologies across the organization.
Determines and implements strategies necessary to achieve defined objectives; ensures measurements are in place to monitor progress.
Researches innovative recruiting techniques and implements new processes while continuing to improve standard recruiting processes that fit within the Company’s mission to deliver the highest quality results to the customer.
Steps in for TA Operations Manager when needed.
Bachelor’s degree in Human Resources or related field including one year of HR/recruiting experience (applicable internships will be considered). In lieu of a degree, a combination of education and experience (preferably in the Talent Acquisition field) to equal a minimum of 5 years.
Knowledge of relevant local, state and federal employment laws and regulations.
Exceptional written and oral communication skills. Creative writing ability for marketing of job postings.
Ability to interview, evaluate, negotiate, and select talent.
Demonstrated ability to create and implement sourcing strategies for recruitment for a variety
Ability to learn and work with an applicant tracking system.
Proactive and Independent with the ability to meet deadlines. Strong organizational skills and the ability to manage multiple responsibilities while working in a fast-paced environment.
Proficient with Microsoft Office Suite.
Level II (in addition to Level I qualifications):
Bachelor’s degree plus a minimum of 4+ years of recruiting/ HR experience. In lieu of a degree, a combination of education and experience (preferably in the Talent Acquisition field) to equal a minimum of 7 years.
Health Insurance business acumen with expertise in divisional areas of the company.
Project management skills. Ability to work on developing new programs and practices and implementing throughout the division.
Ability to strategically execute leadership level searches for assigned division.
Experience coaching and mentoring entry level colleagues.
Level III (in addition to Level II qualifications):
A minimum of 6+ years of HR/recruiting experience. In lieu of a degree, a combination of education and experience equal to a minimum of 8 years of progressive HR experience preferably in the Talent Acquisition field.
Demonstrated ability to resolve complex Talent Acquisition matters.
Highly developed Human Resources and Talent Acquisition skill set including strong interpersonal skills, facilitation capabilities, exemplary sourcing and evaluation skills for all position levels.
Ability to strategically lead executive level searches (with or without a firm), including administration of executive compensation and relocation.
Mentors less experienced team members.
Excellus BlueCross BlueShield aims to attract the best talent from diverse socioeconomic, cultural and experiential backgrounds, to diversify our workforce and best reflect the communities we serve.
Our mission is to foster an environment where diversity and inclusion are explicitly recognized as fundamental parts of our organizational culture. We believe that diversity of thought and background drives innovation which enables us to provide leading-edge healthcare insurance and services. With that mission in mind, we recruit the best candidates from all communities, to diversify and strengthen our workforce.
OUR COMPANY CULTURE:
Employees are united by our Lifetime Way Values & Behaviors that include compassion, pride, excellence, innovation and having fun! We aim to be an employer of choice by valuing workforce diversity, innovative thinking, employee development, and by offering competitive compensation and benefits.Apply for this job online