Senior Talent Acquisition Partner
3-Month Contract
Boston MA
Pay: $32-42/hr

Must Haves: 

• Associate’s degree required; Bachelor’s degree preferred.
• Equivalent education and relevant experience may be considered in lieu of a Bachelor’s degree.
• Minimum of 5 years of high-volume recruiting experience for exempt and non-exempt roles across multiple organizational levels.
• Experience recruiting within IT or technical disciplines required.
• Familiarity with Epic strongly preferred.
• Hospital or healthcare recruiting experience highly desired.
• Prior use of an applicant tracking system required.
• Demonstrated success with online and internet-based recruiting.

• Experience with HRIS platforms (e.g., SAP, Lawson) is a plus.
• Experience working in a unionized environment is a plus.
• Strongly Preferred: Healthcare Experience

Applicant Management

• Review and screen applicants daily to ensure the most qualified candidates are forwarded to hiring managers in a timely manner.

• Facilitate and coordinate the interview process with hiring teams.

• Accurately assess desired skill sets and behaviors using behavioral-based interviewing techniques.

• Manage the overall candidate experience to ensure timely communication and exceptional customer service.

• Extend employment offers and ensure completion of all pre-employment requirements.

• Oversee onboarding activities, including scheduling Occupational & Environmental Medicine (OEM) appointments and New Employee Orientation (NEO).

• Educate hiring managers on recruiting and onboarding processes while supporting diversity hiring goals.

• Maintain frequent communication with hiring managers regarding recruitment progress and vacancy status.

• Act as a strategic business partner by advising on cost-effective recruitment strategies.

• Maintain current knowledge of assigned business units to recruit effectively.

Creative Recruitment Management

• Develop cost-effective marketing and employer branding strategies to attract high-quality and specialized talent.

• Research target candidate populations and promote opportunities through professional organizations, associations, and trade groups.

• Network with academic institutions, training programs, and outplacement firms.

• Coordinate college recruiting initiatives, attend career fairs, and support community outreach efforts.

• Partner with hiring managers and analyze recruiting data (e.g., applicant tracking and reporting tools) to identify trends and successful sourcing channels.

• Lead strategic social and professional networking initiatives to build pipelines for future hiring needs.

Compensation Management

• Collaborate with Compensation and hiring managers to ensure job descriptions accurately reflect role expectations prior to posting.

• Review candidate salary expectations and relevant experience.

• Consult on appropriate compensation levels aligned with market data and internal equity across represented and non-represented roles.

• Identify market pay challenges impacting the organization’s ability to attract qualified candidates.

• Facilitate internal employment transitions such as promotions, transfers, reclassifications, and demotions tied to requisitions.

• Extend formal offers and support salary negotiations, including consultation on sign-on bonuses or relocation assistance.

Compliance Management

• Support department and business unit compliance with organizational policies and system-wide standards.

• Assist with regulatory, accreditation, and quality/performance improvement initiatives.

• Verify required licensure and certifications for new hires and ensure proper documentation.

• Ensure adherence to internal job posting policies.

• Manage OFCCP compliance activities, including candidate coding and consultation with hiring managers.

• Ensure recruitment processes comply with all federal and state employment laws.

• Monitor hiring practices to ensure labor contract requirements are observed.

• Partner with recruiting support staff to confirm all new hire documentation is complete and compliant.

Project & Initiative Management

• Stay current with HR policies, procedures, and best practices.

• Coach and mentor Recruiting Administrators to enhance efficiency in recruiting and onboarding workflows.

• Evaluate and improve departmental processes to create a streamlined hiring experience.

• Use operational analysis, benchmarking, and workforce trends to support staffing projections.

• Serve as a consultant to leadership on recruitment, onboarding, and retention strategies.

• Lead staffing-related projects aligned with the HR strategic plan.

Behavioral Expectations

• Adhere to all organizational RESPECT behavioral standards.