The Sr. Talent Program Advisor is dedicated to the operational effectiveness of the talent acquisition function. This person is accountable for managing programs, systems, processes, and vendor partners in driving best in class candidate and employee experience, recruiter productivity, and quality of hire.
This person partners with recruitment vendors, HR colleagues and recruitment staff at all levels of the organization, consults on best practices, provides reccomendations for imrpovement, creates and delivers training to drive adoption and effectivness of tools and programs, and compiles and analyzes financial and operational information.
ESSENTIAL FUNCTIONS OF THE ROLE
Program advisors lead or participate in programs focused on Talent Acquisition, including:
Vendor Management: Maintain effective relationships with suppliers that are utilized in the hiring process such as: digital interviewing, relocation, reference checking, etc.). Track spend and ROI, monitor performance against SLAs and organize quarterly reviews with TA leadership. Track contract renewal and prepare recommendations pertaining to the longevity of the relationship.
Process Management: Continually assess the effectiveness of the recruitment process with an eye to recruiter experience, recruiter productivity and candidate experience. Continually research better ways and present solutions to TA leadership.
Program Management: Oversee talent programs such as employee referral, reference checking, relocation, etc
TA System Optimization: Partner with HRIS, systems vendors, hr colleagues and recruitment leadership to map and plan system changes, impact to the recruitment team, and consult as a business owner.
Change Management: Utilize LEAN practices and change management approaches to deploy communications, training and other initiatives that support adoption and program success.
Compile and analyze financial and operational information for the organization as it relates to TA practices
Identify opportunities for efficiency gains in reporting and analytical processes which includes implementing automated and optimized solutions and developing and scheduling new reporting functionality.
KEY SUCCESS FACTORS
Previous consultation experience strongly preferred, internal or external
Experience working with HRIS platforms to include ATS and CRM, preferably Taleo and Phenom People, but not required
Experience participating in the implementation of new technology
Strong knowledge of Talent Acquisition process flows, systems and organization
Background in continuous improvement.
Knowledge of human resources metrics, statistics and standard business practices.
Knowledge of data presentation tools, such as Excel, Tableau, etc.
Knowledge of employment laws and hiring policies
Strong customer centric focus
Ability to collaborate and work effectively with internal and external partners
Critical thinking and problem solving skills, solutions oriented mindset
Excellent communication skills, written and verbally
Meticulous attention to detail
Highly organized, able to create and follow plans
Sense of urgency and dedication to delivering results
Restlessness, continuously researching, learning and optimizing solutions
Oriented to the big picture, can see how changes impact downstream or dependent processes
LEAN or Six Sigma training, preferred
Specialty/Department/Practice Human Resources/ Talent Acquisition
Baylor Scott & White Health (BSWH) is the largest not-for-profit health care system in Texas and one of the largest in the United States. With a commitment to and a track record of innovation, collaboration, integrity and compassion for the patient, BSWH stands to be one of the nation’s exemplary health care organizations. Our mission is to serve all people by providing personalized health and wellness through exemplary care, education and research as a Christian ministry of healing. Joining our team is not just accepting a job, it’s accepting a calling!