Talent Acquisition Manager

Company Description

How do you see yourself today? Are you looking for that unique opportunity where you can make a difference in the lives of the patients you serve on a daily basis? MyEyeDr. is a high-growth, premier healthcare company: a total vision care concept with a unique retail experience. Our trusted community doctors and knowledgeable teams are all focused on helping our patients live their best lives by delivering an exceptional, personalized experience to each of our patients in every interaction.

Job Description

Behind every top-performing recruiting team is an amazing leader. Be the Talent Acquisition pillar within MyEyeDr. and align our passionate recruitment team with equal parts of inspiration, empowerment, and influence.

The TA Manager will play a key role in helping our patients live their best lives. You will develop and manage a team responsible for the full cycle of recruiting, from defining requirements through sourcing candidates and negotiating offers. You will coach hiring managers on selection and hiring best and next practices, partner with regional leadership, serve as a solutions partner and use data to inform and shape a range of strategies and decisions.

If you want to be part of a high-growth, purposeful healthcare company whose values drive every action, then MyEyeDr. is looking for you! We encourage you to apply and start your journey with MyEyeDr. At MyEyeDr. it’s not just business, it’s personal. So please take a closer look. We think you’ll like what you see. 

Job Summary

The Manager, Talent Acquisition is responsible for developing and managing a team of recruiters responsible for the full cycle of recruiting from defining requirements through sourcing candidates, negotiating offers, coaching managers on selection and hiring. Acts as a Talent Acquisition business partner to regional leadership and serves as a solutions partner by leveraging talent acquisition market intelligence, metrics, and reporting to inform and shape strategies and decisions.  Designs and delivers relevant and appropriate talent strategies centered on attracting and hiring highly skilled talent. Builds and delivers innovative approaches to identify talent delivery channels for experienced hires, including active and passive candidates. Develops sourcing strategies and helps implement and execute initiatives to drive candidate pipeline development. Collaborates with Talent Acquisition leadership to explore and recommend sourcing tools techniques, and technologies to build talent communities. Builds the organizational reputation as an employer of choice through positive, professional interactions with candidates and strategic candidate sources. Manages the implementation of company-wide recruiting processes, tools and strategies; will consult on best and next practice recruiting strategy, selection systems and employment law when needed.

Essential Duties and Responsibilities

·        Team Leadership: Lead a team of geographically dispersed recruiters responsible for ensuring business needs are met within defined set of expectations; partner with operational and home office stakeholders at a strategic level on all staffing needs and forecasting

·        Business Partner: Partner with hiring managers, business leaders, and key stakeholders to understand and deliver unique talent needs while keeping all parties apprised along the journey. Become a deep subject matter expert on the Optical/Optometry space.

·        Develop and maintain all recruiting metrics; use as measurement for team performance, quality of hire, and leverage data and metrics to conduct analysis on talent markets and our delivery to better support customer/partners, the business and candidates.

·        Reimagine current recruiting processes and help design new, creative and competitive recruiting approaches; stay current on recruiting trends across industries—continually look for ways to refine and improve processes.

·        Regularly monitor Associate onboarding experience help drive 30,60, 90-day Associate engagement

·        Strategic thinking: Serve as a thought partner to the Director of TA and actively engage in problem solving. Contribute to the development of executive-level Talent Acquisition education and communications (e.g., presentations).

·        Partner with HRIS Analyst on all system functionalities as they pertain to Talent Acquisition

·        Design/implement well-developed sourcing methods across all regions, train the recruiting team and monitor success of methods·        Play a critical role in identifying opportunities that will deliver Talent Acquisition objectives and lead important organizational initiatives beyond the scope of day to day position.·        Collaborate with Director of TA to research and recommend recruitment communication channels for ad placement and community organizations for partnerships

·        Advise and train hiring managers on social media platforms, interviewing techniques; develop and implement tools for deployment

·        Employer Brand: regularly monitor employer branding presence including on social sites and partner with both MED Marketing and vendors to ensure all aspects of employer branding are current and compliant; work with stakeholders on ways to improve our employer brand, overall

·        Workforce Planning: Coordinate with department managers to forecast future hiring needs; partner with operational stakeholders on newly acquired practices and their forecasted staffing needs

·        Stay current on labor legislation and inform recruiters and managers about changes in regulations

·        People Development: passion for developing others in order to build a high performing team that is empowered to deliver talent and solutions that align our people to our purpose/brand

·        Collegiality: Build the company’s professional network through relationships with HR professionals, Colleges and targeted community organizations

·        Executive level recruiting (director level and above) and some specialty position recruiting 

Qualifications

Work Experience

·        Minimum of 7 years of full cycle recruiting experience

·        5 years of experience managing a team of 6-10 recruiters

·        5+ years identifying and implementing recruiting best practices

·        Experience managing remote employees

Education  

·        Bachelor’s degree required; Master’s degree preferred.

·        Formal recruitment training/education (HCI, AIRs, RACR, SHRM TA, Performance-based Hiring, etc)

Additional Information

All your information will be kept confidential according to EEO guidelines.