Job Abstract

In addition to the responsibilities listed below, this senior individual contributor position is responsible for working directly with physician leaders and specialty chairs to develop and deliver high-touch physician recruitment strategies. This involves assessing and understanding the complexity of the physician search process and the unique needs of individual medical centers, hospitals, and geographic areas. This also includes developing marketing materials, consulting on candidate interview strategies, and presenting to chief groups on a regular basis with performance updates.

Additionally, this position is responsible for extensive outreach regionally and/or nationally to medical schools, physician associations, and at professional conferences. This involves hosting events with physician leader and candidate groups, including meet and greets, dinners, community town halls, etc.

• Practices self-development and promotes learning in others by proactively providing information, resources, advice, and expertise with coworkers and customers; building relationships with cross-functional stakeholders; influencing others through technical explanations and examples; adapting to competing demands and new responsibilities; listening and responding to, seeking, and addressing performance feedback; providing feedback to others; creating and executing plans to capitalize on strengths and develop weaknesses; supporting team collaboration; and adapting to and learning from change, difficulties, and feedback.


• Completes work assignments and supports business-specific projects by applying expertise in subject area; supporting the development of work plans to meet business priorities and deadlines; ensuring team follows all procedures and policies; coordinating resources to accomplish priorities and deadlines; collaborating cross-functionally to make effective business decisions; solving complex problems; escalating high priority issues or risks as appropriate; and recognizing and capitalizing on improvement opportunities.


• Drives candidate sourcing for open positions by establishing initial direct sourcing strategy and tactics (e.g., industries and companies to target) for assigned requisitions; engaging in planned initial search activities; fine tuning and continuing search activity based on results to draw passive candidates; reviewing applications and resumes received from postings; and capturing candidate flow statistics to improve future efforts.


• Conducts candidate screening and selection activities for director level and above positions by determining applicant requirements; interviewing applicants; applying minimum and preferred qualifications requirements to categorize applicants and narrow the candidate pool; calling and pre-screening candidates to complete the qualification process; verifying references; and coordinating management interviews.


• Conducts reporting of Company recruiting and hiring information by completing, reviewing, and interpreting reports and analyses; and identifying needs for new reports or metrics.


• Conducts recruiting activities by providing consultation on recruiting and hiring issues to hiring managers; conducting research and providing advice and assistance on employment related regulations both at the State and Federal level; advising employees and management regarding recruiting policies, procedures, and documentation; researching, identifying, and analyzing recruiting concerns; providing advice regarding recruiting issues to leadership; and coordinating problem resolution; and conducting recruiting data and process audits.


• Consults candidates throughout the recruitment and selection process by serving as the first POC with external candidates; providing information and answering questions regarding the organization and recruitment process; providing a high level of candidate engagement and selling candidates on the position, KP benefits, the organization, etc.; negotiating compensation; and generating initial offer agreements.


• Implements talent acquisition strategies by developing sourcing plans to facilitate compliance with EEO goals; implementing action plans and goals; implementing process improvement plans related to recruitment systems, policies and processes, and performance; and meeting service level agreements.