Talent Partner

About Sonida Senior Living

Sonida Senior Living is one of the nations leading operators of independent living, assisted living and memory care communities for senior adults. The Company operates 165 communities that are home to nearly 12,000 residents across 35 states providing comfortable, safe, affordable communities where residents can form friendships, enjoy new experiences and receive personalized care from dedicated team members who treat them family.

Job Description :

The Talent Partner will be responsible for supporting all communities in his/her respective assigned area(s) with sourcing, recruiting, hiring, onboarding, orientation and training activities. The Talent Partner will develop a proactive approach by creating recruiting pipelines and candidate pools, assist hiring managers place the best talent in their communities, and focus on improving staff turnover and retention. The role of the Talent Partner will also include a focus on strong collaboration with Field Ops, HRBPs, and Payroll as a member of a human resources support team.

*We are open to remote candidates and also hybrid candidates to work three days a week in our office in Dallas, Texas.

Responsibilities:

- Will play a critical role in the development and delivery of strategic sourcing and recruitment with the aim of attracting top talent to Sonida Senior Living and hiring the best possible diverse workforce at all levels and roles.

- Serve as the first point of contact for prospective candidates, ensuring that every candidate has an optimal experience.

- Manage the full employee-cycle recruitment process and maintain reporting of all open positions, including status, vacancy date and days to fill within division, for communities to which they are assigned.

- Serve as an employee brand ambassador by sharing the Companys mission, vision, and values with potential candidates.

- Collaborate with HR Business Partners to deliver unified solutions and services for a seamless experience for candidates and all involved stakeholders throughout the hiring process.

- Leverage LinkedIn, Facebook, and other social media channels to source and recruit candidates across local, regional, and national footprints, employing both traditional sourcing strategies and by developing new, creative recruiting tactics relative to the senior living industry.

- Partner with HRBPs to assess need, develop and execute development plans and employee engagement programs across assigned communities.

- Explore areas of employee retention improvement, promoting employee benefit programs, and managing new services and programs to attract new employees and retain current employees.

- Engage in regular communication with Executive Directors and hiring managers to foster relationships, coach and train on interviewing, hiring and retention best practices, while providing the highest level of service and collaboration.

- Ensure completion and compliance of state-required web-based training material for communities within the respective assigned area(s) in partnership with community leadership teams and HRBPs.

Education and Experience:

- High school diploma required; Bachelors degree preferred.

- Minimum two years of experience with full employee-cycle recruiting, preferably in healthcare industry

- Ideal candidate should have experience leveraging LinkedIn, Facebook, and other social media channels to build candidate pipelines/pools.

- Effective oral and written communication skills.

- Ability to prioritize and complete multiple tasks and high volume of work on deadline.

- Works to deliver results in an independent working effort with minimum daily supervision.

- Experience working on projects in collaborative environment, while partnering with all levels of leadership.

- Strong interpersonal skills; professional and confident demeanor.

- Strong proficiency with Microsoft Office (Word, Excel, PowerPoint, Outlook).

Skill/knowledge requirements:

- Should have solid understanding of full employee- cycle recruitment process.

- Knowledge of state and federal requirements and regulations

- Should understand causes and impacts of employee turnover and retention in order to develop and deliver best practice solutions.