Talent Acquisition Partner
At a glance
Mid-level Recruiting & Talent Acquisition role at Massgeneralbrigham. Somerville-MA · full-time · $63,648–$92,570 base.
hrroles summary, based on the employer's posting.
What you'll do
- Shape recruiting plans with hiring managers, then adjust them as labor-market conditions change
- Run searches from candidate sourcing through interviews, reference checks, selection discussions and offer negotiations
- Help hiring teams weigh candidates and offers while keeping internal and external pay equity in view
- Build diverse candidate pools and raise hiring-attractiveness concerns with talent acquisition leaders
- Recommend outreach events and recruiting tools, and take part in workforce development and university recruiting events
What you bring
- At least two years of recruiting experience, ideally gained in an agency setting
- A related bachelor's degree, or relevant work experience in place of that degree
- You can set talent strategies, build diverse candidate pipelines and assess candidates through behavioral interviews
Who this fits
This mid-level role suits someone who can advise hiring managers, manage searches independently and prioritize competing recruitment needs. The schedule is full-time, Monday through Friday during standard business hours. Work is primarily remote, with availability for meetings in Somerville as needed; remote work requires a quiet, secure workstation and MGB-provided equipment for Teams Video.
From the employer
Mass General Brigham relies on a wide range of professionals, including doctors, nurses, business people, tech experts, researchers, and systems analysts to advance our mission. As a not-for-profit, we support patient care, research, teaching, and community service, striving to provide exceptional care. We believe that high-performing teams drive groundbreaking medical discoveries and invite all applicants to join us and experience what it means to be part of Mass General Brigham.
Job Summary
Business partner to hiring managers and business leaders to acquire talent and manage the full recruitment lifecycle. Define and execute sourcing strategies to build a qualified and diverse candidate pool. While partnering with the hiring manager to manage the entire recruitment lifecycle, the Partner will represent the hospital to attract, assess, and hire qualified candidates. The Partner will source as a responsibility of their role and engage with the Talent Sourcing Function on challenging-to-fill, high-volume roles, as needed. Raise attractiveness issues to the Talent Acquisition Leadership Team to ensure quality hiring.Primary Responsibilities:
Serve as an HR Business Partner with expertise in Talent Acquisition.
-Develop and implement effective recruiting strategies.
-Provide counsel to Hiring Managers during Talent Strategy Discussions and the recruitment lifecycle of changing market conditions.
-In times of heavy recruitment volume, work with senior leadership to prioritize recruitment needs.
-Manage and drive the recruiting lifecycle: source, assess candidates via telephone interview, manage the interview process, debrief with hiring teams during the selection process, check references, and negotiate offers.
-Establish and maintain solid working relationships with hiring managers.
-Assist managers with hiring decisions and negotiations. Ensure internal and external market equity.
-Provide recommendations on Outreach events and Recruitment tools; participate in various recruitment-related events related to Workforce Development and University Relations.
Qualifications
Qualifications:
Bachelor's Degree in related field of study required. Relevant experience can be accepted in lieu of degree.
2+ years of recruitment experience, preferably in an agency environment.
Additional Knowledge, Skills and Abilities:
- Excellent written, verbal communications listening, collaboration and interpersonal skills.
- Ability to influence and negotiate to provide counsel advice.
- Ability to work independently, proactively, multitask and prioritize work.
- Business acumen and political savvy.
- Demonstrated ability to use talent management and other relevant systems.
- Successful demonstrated experience and skill in setting a talent strategy, including ability to build diverse applicant pipelines.
- Understanding of employment law.
- Ability to demonstrate behaviorally-based interview techniques and strong candidate assessment skills.
Pay Range:
63,648.00 - 92,570.40
Additional Job Details (if applicable)
Schedule and Work Model:
Full-time, Monday through Friday, standard business hours.
Hybrid Work Model: Primarily remote but must be available to attend meetings at Assembly Row in Somerville, MA as needed.
On remote workdays, employees must use a stable, secure, and compliant workstation in a quiet environment. Teams Video is required and must be accessed using MGB-provided equipment.
Remote Type
Hybrid
Work Location
399 Revolution Drive
Scheduled Weekly Hours
40
Employee Type
Regular
Work Shift
Day (United States of America)
Pay Range
$63,648.00 - $92,570.40/Annual
Grade
6
EEO Statement:
0100 Mass General Brigham Incorporated is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran’s Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at (857)-282-7642.
Mass General Brigham Competency Framework
At Mass General Brigham, our competency framework defines what effective leadership “looks like” by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.