People Operations Specialists

Position Summary

The People Operations Specialists oversees talent acquisition, workforce planning, employee development, and talent management initiatives to ensure the organization attracts, hires, develops, and retains qualified employees. This position partners with leadership and department managers to identify staffing needs, improve recruitment processes, maintain compliance with employment requirements, and support organizational growth.

The HR Talent Manager also provides oversight of recruiting activities, onboarding, employee engagement, performance management coordination, and talent-related HR systems and reporting.

Essential Duties and Responsibilities

1. Talent Acquisition and Recruitment Management Develop and implement recruitment strategies to attract qualified candidates for clinical, administrative, management, and support positions. Oversee the full recruitment lifecycle, including job postings, candidate sourcing, application screening, interviews, selection, and offer negotiations. Partner with hiring managers to establish staffing priorities, position requirements, and hiring timelines. Manage applicant tracking systems and recruitment pipelines to ensure timely follow-up and accurate candidate records. Develop and maintain relationships with universities, professional organizations, staffing agencies, and other recruitment sources. Monitor recruitment metrics, including time to fill, cost per hire, candidate conversion rates, and vacancy rates. Review job descriptions and recommend updates based on organizational needs and market conditions. Ensure consistent, fair, and legally compliant hiring practices.
2. Workforce Planning and Staffing Collaborate with executive leadership and department managers to forecast staffing needs based on organizational growth, turnover, and service demand. Develop workforce plans to address current and anticipated vacancies. Identify recruitment challenges, staffing shortages, and opportunities to improve hiring efficiency. Monitor staffing levels across departments, locations, and service lines. Recommend recruitment budgets, staffing priorities, and retention strategies. Maintain regular communication with leadership regarding vacancies, candidate pipelines, and hiring progress.
3. Employee Onboarding and Integration Oversee the onboarding process to ensure new employees complete required employment documentation, background screening, and orientation. Establish standardized onboarding procedures, checklists, and timelines. Coordinate with HR, payroll, department managers, and training personnel to facilitate a smooth transition for new hires. Monitor onboarding completion and address outstanding requirements. Evaluate onboarding effectiveness and recommend improvements to increase employee engagement and retention.
4. Talent Management and Employee Development Coordinate performance review processes and support managers in establishing employee performance expectations. Identify employee development needs and coordinate training, professional development, and career growth opportunities. Support succession planning and the identification of employees with leadership potential. Develop retention initiatives and career pathways to support workforce stability. Partner with leadership to identify skill gaps and recommend development strategies. Monitor employee turnover and analyze trends to identify opportunities for improvement.
5. HR Compliance and Credential Oversight Ensure recruitment and onboarding procedures comply with applicable federal, state, and local employment requirements. Oversee the tracking and completion of required background checks, employment verifications, licenses, credentials, and training documentation. Maintain processes for monitoring expiring licenses, certifications, and other required qualifications. Coordinate personnel file audits and corrective follow-up for incomplete documentation. Ensure confidential candidate and employee information is handled appropriately. Partner with compliance and clinical leadership to address role-specific regulatory and contractual requirements.
6. HRIS and Recruitment Technology Oversee the effective use of HR information systems, applicant tracking tools, and onboarding platforms. Maintain accurate recruitment and employee data. Develop reports and dashboards to monitor hiring activity, staffing levels, turnover, and compliance completion. Identify opportunities to automate recruitment workflows and improve administrative efficiency. Train hiring managers and HR team members on recruitment systems and established procedures.
7. Employee Relations and Retention Support Partner with HR leadership to identify workforce concerns that may affect recruitment, engagement, or retention. Assist managers with employee performance concerns, workplace issues, and appropriate documentation. Coordinate exit interviews and analyze feedback to identify turnover trends. Recommend initiatives to improve employee satisfaction, workplace culture, and retention. Escalate complex employee relations matters, complaints, and potential policy violations to the appropriate HR leader. Promote consistent application of organizational policies and fair employment practices.
8. Leadership and Department Management Supervise and develop recruiters, talent acquisition specialists, or other assigned HR personnel. Establish team goals, performance expectations, and accountability standards. Monitor recruitment workloads, service levels, and completion of hiring activities. Develop and maintain recruitment policies, standard operating procedures, and hiring guidelines. Prepare regular talent acquisition and workforce reports for executive leadership. Manage assigned recruitment budgets and evaluate the effectiveness of recruitment spending. Lead continuous improvement initiatives to strengthen HR service delivery.