Capital Health is the region's leader in providing progressive, quality patient care with significant investments in our exceptional physicians, nurses and staff, as well as advanced technology. Capital Health is a dynamic health care resource accredited by the DNV that includes two hospitals, an outpatient center, satellite ED, and an expansive network of primary and specialty care. Capital Health Medical Group is made up of more than 600 physicians and other providers who offer primary and specialty care, as well as hospital-based services, to patients throughout the region.
Capital Health recognizes that attracting the best talent is key to our strategy and success as an organization. As a result, we aim for flexibility in structuring competitive compensation offers to ensure we can attract the best candidates.
The listed pay range or pay rate reflects compensation for a full-time equivalent (1.0 FTE) position. Actual compensation may differ depending on assigned hours and position status (e.g., part-time).
Pay Range:
$77,230.40 - $100,942.40
Scheduled Weekly Hours:
40
Position Overview
SUMMARY (Basic Purpose of the Job)
The Talent Acquisition & Workforce Development Partner is responsible for recruiting, developing, and supporting talent pipelines through innovative workforce programs. This role focuses on sourcing and onboarding candidates into employer-sponsored training programs, managing internship recruitment, and providing career counseling to scholarship recipients. The TAP/WFP Partner plays a key role in building sustainable talent pathways by guiding individuals from education and training into long-term employment within the organization.
MINIMUM REQUIREMENTS
Education:
Bachelor’s degree in human resources, business, or related field preferred.
Experience:
3 years of experience in talent acquisition, workforce development, campus recruiting, or career counseling. Experience working with training-to-employment programs, internships, or educational partnerships preferred.
Knowledge and Skills:
Strong interpersonal and coaching skills with the ability to mentor and guide individuals. Excellent organizational and project management skills. Ability to build relationships with diverse stakeholders including students, educators, and community partners. Knowledge of applicant tracking systems and HRIS platforms preferred.
Special Training:
Technical proficiency in MS Office, HRIS and ATS systems. Knowledge and experience with assessing talent for technical and culture fit. Must be a collaborative team player who excels in a fast-paced environment. Possesses a positive, professional demeanor. Self-starter with the ability to prioritize.
Mental, Behavioral and Emotional Abilities:
Ability to manage internal client relationships and expectations; consulting, negotiating and selling skills in order to act as a strategic advisor. Ability to support strategic projects and initiatives focused on continuous improvement in addition to managing a full requisition load is required
Usual Work Day:
8 Hours
Reporting Relationships
Does this position formally supervise employees? No
ESSENTIAL FUNCTIONS
Recruit and screen candidates for workforce development programs, including paid training-to-hire initiatives.
Partner with internal departments to understand workforce needs and align program recruitment strategies.
Manage the full-cycle recruitment process for program participants (sourcing, interviewing, selection, and onboarding).
Build relationships with community organizations, workforce agencies, and educational institutions to develop candidate pipelines.
Track and report on program outcomes including conversion-to-hire rates and retention.
Lead recruitment efforts for internship and early career programs.
Partner with hiring managers to define internship roles, requirements, and learning objectives.
Coordinate campus outreach, career fairs, and information sessions.
Manage intern selection, offer process, and onboarding experience.
Provide career guidance and counseling to scholarship recipients, helping align their education with organizational career pathways.
Maintain ongoing communication with students to monitor progress and provide support.
Assist students with resume development, interview preparation, and career planning.
Coordinate placement of scholarship recipients into roles upon program or degree completion.
Collaborate with Human Resources team and operational leaders to forecast hiring needs and align programs accordingly.
Ensure a seamless transition from training programs into employment.
Maintain accurate records and reporting within applicant tracking systems.
Continuously evaluate and improve recruitment strategies and program effectiveness.
PHYSICAL DEMANDS AND WORK ENVIRONMENT
Frequent physical demands include: Sitting , Standing , Walking
Occasional physical demands include: Climbing (e.g., stairs or ladders) , Carry objects , Push/Pull , Twisting , Bending , Reaching forward , Reaching overhead , Squat/kneel/crawl , Wrist position deviation , Pinching/fine motor activities
Continuous physical demands include: Keyboard use/repetitive motion , Talk or Hear
Lifting Floor to Waist 20 lbs. Lifting Waist Level and Above 10 lbs.
Sensory Requirements include: Accurate Near Vision, Accurate Far Vision, Moderate Depth Perception, Accurate Hearing
Anticipated Occupational Exposure Risks Include the following: N/A
This position is eligible for the following benefits:
Retirement Savings and Investment Plan
Basic Group Term Life and Accidental Death & Dismemberment (AD&D) Insurance
Supplemental Group Term Life & Accidental Death & Dismemberment Insurance
Disability Benefits – Long Term Disability (LTD)
Disability Benefits – Short Term Disability (STD)
Employee Assistance Program
Commuter Transit
Commuter Parking
Supplemental Life Insurance
Voluntary Legal Services
Voluntary Accident, Critical Illness and Hospital Indemnity Insurance
Voluntary Identity Theft Insurance
Voluntary Pet Insurance
Paid Time-Off Program
The pay range listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining base salary and/or rate, several factors may be considered including, but not limited to location, years of relevant experience, education, credentials, negotiated contracts, budget, market data, and internal equity. Bonus and/or incentive eligibility are determined by role and level.
The salary applies specifically to the position being advertised and does not include potential bonuses, incentive compensation, differential pay or other forms of compensation, compensation allowance, or benefits health or welfare. Actual total compensation may vary based on factors such as experience, skills, qualifications, and other relevant criteria.
