Hospital for Special Care
40
Human Resources
We are dedicated to creating an environment of care and engagement that makes us one of the most desirable places to work, providing exceptional care to each patient each and every day!
Required Qualifications:
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Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, or a related field (or equivalent experience).
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Minimum of 3–5 years of recruiting experience, with demonstrated experience recruiting nurses or clinical healthcare roles.
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Strong knowledge of hospital roles, licensure requirements, and healthcare workforce challenges.
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Familiarity with Connecticut employment laws, pay transparency requirements, and EEO compliance.
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Proficiency with applicant tracking systems (Workday preferred) and recruiting platforms.
Preferred Qualifications
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Healthcare or hospital-based recruiting experience in Connecticut or the Northeast region.
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Experience supporting high-volume or hard-to-fill clinical recruitment.
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Professional certification such as SHRM-PHR, or healthcare recruiting credentials.
Position Summary
The Talent Acquisition Specialist (TAS) serves as a strategic partner to organizational leaders, aligning recruitment strategies with workforce needs. Is responsible for the full-cycle recruitment of identified roles across the organization. This role partners closely with leadership, HR, and operational stakeholders to attract, assess, and hire qualified talent in a highly competitive labor market. The TAS ensures recruiting practices align with Connecticut employment laws, healthcare regulatory standards, and organizational workforce planning goals.
Skills and Competencies
- Strong interpersonal and relationship-building skills with clinical leaders and candidates.
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Excellent communication, organization, and time-management abilities.
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Ability to manage multiple requisitions in a fast-paced healthcare environment.
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Data-driven mindset with the ability to analyze recruitment metrics.
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High level of professionalism, confidentiality, and attention to detail.
Key Responsibilities and Essential Functions
Full-Cycle Recruitment
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Manage end-to-end recruitment for assigned positions within the organization.
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Conduct intake meetings with hiring managers to define staffing needs, qualifications, timelines, and budget considerations.
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Develop and execute targeted sourcing strategies using job boards, professional associations, referrals, social media, and local/regional education programs.
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Screen, interview, and evaluate candidates for clinical competencies, licensure requirements, and organizational fit.
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Coordinate interview schedules, candidate communications, and hiring decisions in partnership with hiring managers.
Compliance & Regulatory Alignment
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Ensure all recruiting and hiring activities comply with Connecticut labor laws, pay transparency requirements, equal employment opportunity regulations, and healthcare-specific standards.
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Verify candidate licensure, certifications, and eligibility to work in Connecticut.
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Maintain accurate recruitment documentation in accordance with record retention requirements.
Employer Branding & Candidate Experience
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Promote the organization as an employer of choice through consistent messaging and professional candidate engagement.
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Ensure a positive and timely candidate experience throughout the recruitment process.
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Represent the organization at career fairs, school events, and professional networking opportunities.
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Works with Marketing, the HR Team, and other stakeholders on employer branding, recruitment marketing, and candidate experience frameworks.
Reporting & Continuous Improvement
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Track recruitment metrics such as time-to-fill, source of hire, and offer acceptance rates.
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Identify opportunities to improve recruiting efficiency, processes, and candidate experience.
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Collaborate with HR colleagues, IT on recruitment projects and system enhancements.
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Provides HRIS support for Workday Recruiting, including system enhancements, user testing, process optimization, publish procedures, and participate in manager training.
Market Competitiveness & Workforce Planning
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Monitor local and regional labor market trends, wage benchmarks, and competitor hiring practices.
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Partner with HR Compensation and Leadership to support competitive offers aligned with internal pay structures and market data.
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Support workforce planning initiatives, including hard-to-fill roles, seasonal staffing needs, and critical vacancies.
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Establishes and maintains contacts with community outreach organizations and schools and participates in career days, open houses, and engages in other recruitment activities to attract top talent and develop future pipeline.
Physical Demands:
The physical demands described here are representative of those required to successfully perform the essential functions of this job.
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Primarily sedentary work performed in an office or hybrid work environment.
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Regular use of a computer, telephone, and other standard office equipment.
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Ability to sit for extended periods of time, with intermittent standing or walking.
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Occasional lifting or carrying of materials such as files, binders, or recruiting materials weighing up to approximately 15 pounds.
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Visual acuity sufficient to read and analyze data, resumes, and electronic communications.
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Manual dexterity required for keyboarding and use of office equipment.
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Occasional travel within the State of Connecticut to attend career fairs, campus recruiting events, or onsite meetings.
Work Demands:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.
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Fast-paced, deadline-driven work environment requiring the management of multiple requisitions simultaneously.
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Regular interaction with leadership, candidates, and external partners, requiring professionalism and discretion.
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Work hours may extend beyond the standard business day to accommodate interviews, recruitment events, or operational needs.
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Ability to manage competing priorities and shifting recruitment demands based on workforce needs.
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Exposure to confidential and sensitive employee and candidate information requiring strict adherence to privacy and data protection standards.
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Occasional evening or weekend work to support recruitment initiatives, career fairs, or urgent staffing needs.
Cognitive Demands:
The cognitive demands listed below are representative of those required to perform the essential functions of this job. This role requires substantial analytical ability and judgment given the technical nature of compensation compliance and evolving Connecticut legal standards.
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Ability to analyze and interpret candidate qualifications, licensure requirements, and employment eligibility criteria.
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Strong judgment and decision-making skills to assess candidate fit and advise hiring leaders.
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Capacity to manage complex information, including compliance requirements, recruitment metrics, and labor market data.
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Ability to prioritize tasks, manage time effectively, and maintain attention to detail in a high-volume recruitment environment.
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Strong verbal and written communication skills to effectively engage candidates, leadership, and external stakeholders.
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Ability to adapt to changing regulations, organizational priorities, and labor market conditions.
The above accountabilities represent work performed by this position and are not all-inclusive.
