Recruit for all open positions
- Source applicants through multiple avenues
- Coordinate an AltaPointe presence at all pertinent job fairs
- Develop key community relationships (i.e. professors at local universities, directors of local job centers, etc.)
- Facilitate all necessary advertising in local papers, trade magazines and radio spots
- Ensure talent acquisition software is accurate and up-to-date, there should be no more than a 24-hour (1 business day) turn around on posting positions or when paperwork to hire is received
Manage the selection process
- Screen all applicants who apply for minimum qualifications and narrow down based on preferred qualifications
- Ensure that applicants previously employed with AHS are eligible for rehire through system checks and previous supervisor referrals
- Interview candidates deemed most qualified and coordinate follow-up interviews with appropriate leaders
- Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, etc.
- Correspond with applicants as appropriate
Coordinate new employment process
- Offer employment and coordinate date of hire and training schedule
- Complete background screening and recruiter checklist on all new hires
- Coordinate completion of pre-employment paperwork prior to new hire’s start date with sufficient time to complete necessary screenings
- Back up Employment Assistant to ensure all required state, federal, and company mandated paperwork and screenings are completed and processed prior to start
Maintain compliant records
- Ensure creation of new hire personnel files with all necessary paperwork
- Verify required licenses prior to sending to second level interview
- Act as the portal for all internal employment paperwork ensuring that the leaders are compliant with AHS requirements
- Record all aspects of the selection process and communication with applicants in talent acquisition software
Coordinate all employee job descriptions
- Review job descriptions submitted by supervisors for accuracy and make changes necessary.
- Audit job descriptions once a year for accuracy (prior to annual appraisals)
- Establish minimum qualifications for each job description and ADA requirements for each job description
Provide ongoing training
- Conduct new hire orientation
- Act as back-up to all HR Specialists
- Train employees and leaders on HRIS programs
- Teach new supervisors how to properly utilize the HRIS software
- Train supervisors on the art of good interviewing and employment laws
- Identify and create any additional training as needed
- Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).
Assist Recruitment Manager in operations of department
- Provide reports of department activities as requested (i.e. employment metrics)
- Assist in special projects as needed
- Perform related duties as requested