Company :Highmark HealthJob Description : 

Job Summary

This job will lead the Human Resources Talent Acquisition Function and will be accountable for adopting leading practices to deliver exceptional experiences for enterprise leaders at every Recruiting touchpoint. Develops recruitment strategy to achieve quality of hire, time to fill and diversity targets across the Highmark Health enterprise. Sets the overall functional strategy and direction to ensure the tactical execution for the design and delivery of talent acquisition is enabled by leveraging emerging technologies and best practices. Directs best-in-class talent practices/policies and serves as a thought partner and problem-solver for the business and Human Resources. The incumbent will enable recruiting and sourcing strategies consistently across the enterprise to attract and retain top talent in the market at all levels

Ensures talent strategies align with short and long-term organizational objectives and culture evolution. Guides the development and implementation of employment branding to ensure the Enterprise and its business units support becoming an employer of choice that delivers upon the Mission, Vision and Values of the Enterprise. Leads the organization in attraction and retention of qualified, diverse, flexible, and nimble workforce that meets current and projected needs as well as maintaining an external pipeline. The incumbent will own and direct the day-to-day operations of the department and establish departmental workflow for multiple and simultaneous end-to-end processes. Will require continuous prioritization of work, innovative solutions, and continuous improvement practices as a key accountability.  The incumbent will receive input or work from various functions across HR to be supported and managed. Oversees all strategic partnerships related to Talent Acquisition vendors, processes, and programs including, but not limited to relocation assistance, intern, and summer youth programs.

ESSENTIAL RESPONSIBILITIES

Establish and implement talent acquisition strategies and tactics that effectively attract a customer-responsive, skilled, and performance-based workforce.Perform management responsibilities to include but are not limited to involved in hiring and termination decisions, coaching and development, rewards and recognition, performance management and staff productivity. Strategize, plan, organize, staff, and oversee operations of the department; ensuring development and implementation of policies and programs as necessary; will have budgetary responsibility and authority.Develop talent acquisition processes, plans, programs, and strategies to support the achievement of the overall Enterprise as well as individual business unit objectives - ensuring a focus on both today's needs and tomorrow's skill requirements.Lead the strategic vision for creative candidate pipelining and sourcing via appropriate social media, internet, web search engines and other “alternative” recruiting manners/methods.Oversees targeted executive searches as well as providing leadership of critical vacancies.Develops high-volume recruitment strategies.Continuously reviews metrics to measure the activities and effectiveness of Talent Acquisition activities and uses this information to drive change improvements needed. Drives company strategy by working closely with senior leaders, providing insight, suggesting resources and tools to enhance the Talent Acquisition process.Partners and supports pipeline strategies in tandem with enterprise-wide initiatives.Ensure compliance with all appropriate government, regulatory and client-required applicant tracking systems.Lead others to a common understanding of human capital objectives and standards involved in sourcing, pipeline development, and recruiting.Supports and consultants with stakeholders on organizational design and organizational effective endeavors throughout the Enterprise that will impact Talent acquisition.Gather market research and competitive intelligence to gain a deep understanding of recruitment CX best practices and how they can be implemented within the ongoing Talent Acquisition strategy.Continuously research emerging technology and benchmarks in the recruiting space to drive innovative solutions and continually assess current practices for efficiency.Ensures teams evaluate, implement, test, and deploy needed solutions in partnership with internal technology teams.Evaluates labor market data on a regular cadence, with an emphasis on critical roles and alignment with Highmark Health’s Enterprise Talent Strategy. Partner with Total Rewards team to ensure Total Rewards strategy addresses market competitiveness needs for recruitment.Develops & manages the strategy for utilization of external third-party vendor partners in support recruiting strategies and initiativesSupports company strategy by working closely with senior leaders, providing insight, suggesting resources and tools to continuously enhance the Talent Acquisition Strategy.Oversees implementation of Highmark Health’s enterprise employer brand strategy and related projects for the Highmark Health enterprise (parent and subsidiary companies). Ensuring we teams are increasing employer awareness and positioning Highmark Health enterprise as an employer of choiceOther duties as assigned or requested.

EDUCATION

Required

Bachelor's Degree in HR or Business Related

Substitutions

6 years of related and progressive experience in lieu of Bachelor's degree

Preferred

Master's Degree in HR or Business

EXPERIENCE

Required

10 years of HR functional expertise in multiple disciplines 10 years in a leadership role7 years with Continuous Improvement Practices7 years of Customer Facing experience7 years interacting with executive leadership5 years with employer branding and/or recruitment marketing5 years with recruiting strategy development and execution7 years with compliance, immigration, and OFFCP regulations for hiring practices 

Preferred

Healthcare/Health Insurance industry

Working in complex, matrixed environments

LICENSES or CERTIFICATIONS

Required

None

Preferred

None

SKILLS

Strategic ThinkingStrong analytical and project organization skillsAbility to manage multiple priorities and initiativesOperational ManagementBusiness, Financial, technical and HR AcumenExcellent communication skills both verbal and writtenAbility to synthesize and analyze data to influence decision-makingLeading continuous improvement practicesUtilizing technology and systems to streamline repeatable and transactional processesIncorporating process and program changesManaging in matrix environment  Strong critical thinking and ideationGoal, results, and solutions orientedLeadership and Executive presence with the ability to influence, negotiation and build credibility with all levels of employees and stakeholders

Language (Other than English):

None

Travel Requirement:

0% - 25%

PHYSICAL, MENTAL DEMANDS and WORKING CONDITIONS

Position Type

Office-based

Teaches / trains others regularly

Frequently

Travel regularly from the office to various work sites or from site-to-site

Occasionally

Works primarily out-of-the office selling products/services (sales employees)

Never

Physical work site required 

Yes

Lifting: up to 10 pounds

Occasionally

Lifting: 10 to 25 pounds

Never

Lifting: 25 to 50 pounds

Never

Disclaimer: The job description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this job title. It may not contain a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to do this job.

Compliance Requirement: This job adheres to the ethical and legal standards and behavioral expectations as set forth in the code of business conduct and company policies.

As a component of job responsibilities, employees may have access to covered information, cardholder data, or other confidential customer information that must be protected at all times.  In connection with this, all employees must comply with both the Health Insurance Portability Accountability Act of 1996 (HIPAA) as described in the Notice of Privacy Practices and Privacy Policies and Procedures as well as all data security guidelines established within the Company’s Handbook of Privacy Policies and Practices and Information Security Policy. 

Furthermore, it is every employee’s responsibility to comply with the company’s Code of Business Conduct. This includes but is not limited to adherence to applicable federal and state laws, rules, and regulations as well as company policies and training requirements.

Highmark Health and its affiliates prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, national origin, sexual orientation/gender identity or any other category protected by applicable federal, state or local law. Highmark Health and its affiliates take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, national origin, sexual orientation/gender identity, protected veteran status or disability.

Highmark Health and its affiliates prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, age, religion, sex, national origin, sexual orientation/gender identity or any other category protected by applicable federal, state or local law. Highmark Health and its affiliates take affirmative action to employ and advance in employment individuals without regard to race, color, age, religion, sex, national origin, sexual orientation/gender identity, protected veteran status or disability. 

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