Talent Acquisition Partner
Department: Human Resources
Reports To: Director of Human Resources
FLSA Status: Non-Exempt
Work Arrangement: Fully Remote (Occasional travel to clinic locations, hiring events, meetings, or training as business needs require.)
Position Summary
The Talent Acquisition Partner owns the full recruitment lifecycle for assigned positions and serves as the primary recruiting partner to hiring managers throughout the organization. This position develops recruitment strategies, sources and evaluates talent, customizes recruitment marketing, manages recruiting resources, leverages Applicant Tracking System (ATS) technology, and delivers an exceptional hiring manager and candidate experience. The Talent Acquisition Partner is accountable for maintaining active requisitions, accurate recruiting documentation, data integrity, and measurable recruiting outcomes while representing Urology Clinics of North Texas as an employer of choice.
Organizational Impact
Supports organizational growth by delivering qualified talent in a timely manner, partnering with leaders to understand workforce needs, maximizing recruiting resources, and continuously improving recruiting processes.
Essential Functions
- Conduct intake meetings with hiring managers to understand business needs, position expectations, competencies, and recruitment strategy.
- Develop, review, and tailor every job advertisement to accurately reflect the position, reporting relationship, clinic location, physician assignment, qualifications, schedule, and organizational branding prior to posting.
- Proactively source passive and active candidates through job boards, networking, referrals, social media, and other sourcing channels.
- Review applications, conduct structured interviews, evaluate candidates, and prepare thorough interview summaries and hiring recommendations.
- Present qualified candidates to hiring managers and maintain consistent communication throughout the recruitment process.
- Drive the recruitment process by obtaining interview feedback, coordinating next steps, and preventing unnecessary delays in hiring decisions.
- Maintain accurate ATS records, recruitment trackers, candidate notes, and requisition documentation.
- Develop advanced proficiency in the ATS by utilizing automation, workflows, reporting, communication tools, and available system functionality to maximize recruiting efficiency.
- Actively manage every open requisition through continuous sourcing, screening, and follow-up. Requisitions should demonstrate documented recruiting activity at least every 48 business hours.
- Monitor sponsored job advertisements daily, discontinue sponsorships when no longer needed, and reallocate advertising resources to priority openings to maximize recruiting ROI.
- Maintain recruiting dashboards and analyze metrics including time-to-fill, requisition aging, sourcing effectiveness, offer acceptance, and new-hire retention trends.
- Deliver an exceptional candidate experience through timely communication, professionalism, and consistent follow-up.
- Promote UCNT's employer brand through professional communications and high-quality job advertisements.
- Recommend and implement process improvements that enhance recruiting quality, efficiency, and hiring manager satisfaction.
Core Competencies
- Talent Acquisition
- Healthcare Recruiting
- Business Partnership
- Interviewing & Candidate Assessment
- Recruitment Marketing
- ATS Proficiency
- Recruitment Analytics
- Project Management
- Attention to Detail
- Data Integrity
- Communication
- Organization
- Customer Service
- Continuous Improvement
Success Measures (KPIs)
- Time-to-first candidate contact meets departmental expectations.
- Time-to-fill goals are consistently achieved.
- Qualified candidate slates are presented promptly.
- 30-, 60-, and 90-day retention of new hires meets established goals.
- Hiring managers receive proactive communication and timely follow-up throughout the hiring process.
- Every open requisition demonstrates documented recruiting activity at least every 48 business hours.
- Recruitment tracker, ATS records, candidate notes, hiring manager assignments, clinic locations, physician assignments, and job postings are maintained accurately with minimal errors.
- Every job advertisement is reviewed and customized before publication.
- Sponsored advertising budgets are actively managed by stopping unnecessary sponsorships and redirecting resources to priority positions.
- Increasing utilization of ATS automation, reporting, and workflow capabilities is demonstrated.
- Recruitment dashboards and metrics are maintained and used to recommend process improvements.
- Candidates consistently receive a professional, timely, and positive recruitment experience.
