When you join the growing BILH team, you're not just taking a job, you’re making a difference in people’s lives.
The Talent Acquisition Associate as part of the HR Service Center team, guides new hires and employees throughout the Pre-Onboarding process in partnership with Recruiting, Employee Health, HR Partners, HR Associates and hiring managers.
This role will manage background checks, Employee Health screening scheduling, completion of the I-9 form, and ensure required licensure is verified by set target dates. The role ensures data entry, onboarding forms, documents and processes are complete and properly updated.
The HR Service Center’s Onboarding team is a new hire’s point of contact after accepting an offer and the Talent Acquisition Associate must be customer service focused striving to make the process easy while ensuring the process is aligned with local labor practices.
This role is hybrid, requiring to be in office on Wednesdays and for any monthly Human Resources meetings.
Job Description:
Essential Duties & Responsibilities including but not limited to:
- Assists in the employment process by timely scheduling of employee health screens and new employee orientations and processing of new employee paperwork and forms including HR system input, offer letters, applicant response letters, and creation of employee files.
- Maintains confidential HR system records and compiles reports as needed
- Provides project support for the Human Resources Department which involves collaboration within and outside the department, and coordination with employees and managers.
- Assist as a backup for front-office coverage and ensure all visitors or callers are acknowledged and greeted in a timely and professional manner.
- Assist with filing and data maintenance of all forms of documents needed for verification of primary source verification.
Competencies:
- Decision Making: Ability to make decisions that are based on specific instructions, standard practices, and established procedures which generally require little or no supervision.
- Problem Solving: Ability to address problems that are routine, somewhat repetitive, and generally solved by following clear directions and procedures and by identifying opportunities for process improvements.
- Independence of Action: Ability to follow general instructions and procedures as provided. Work is monitored by the supervisor/manager.
- Written Communications: Ability to communicate clearly and effectively in written English with internal and external customers.
- Oral Communications: Ability to comprehend and converse in English to communicate effectively with medical center staff, patients, families, and external customers.
- Knowledge: Ability to demonstrate a full working knowledge of standard concepts, practices, procedures, and policies with the ability to use them in varied situations.
- Team Work: Ability to work collaboratively in small teams to improve the operations of immediate work groups by offering ideas, identifying issues, and respecting team members.
- Customer Service: Ability to provide a high level of customer service to patients, visitors, staff, and external customers in a professional, service-oriented, respectful manner using skills in active listening and problem-solving. Ability to remain calm in stressful situations.
Minimum Qualifications:
Education:
High School diploma or GED required. Bachelor's degree preferred.
Experience:
0-1 years related work experience required.
Skills, Knowledge & Abilities:
Knowledge of computer systems required, including web-based applications and some Microsoft Office applications which may include Outlook, Word, Excel, PowerPoint, or Access.
Preferred Qualifications & Skills:
- Previous experience in Human Resources with knowledge of Human Resources compliance activities.
- Familiarity with various HR systems and ability to adapt to new systems and processes quickly.
- Strong organizational and prioritization skills to effectively complete responsibilities in a timely manner.
Pay Range:
$22.04 – $27.40
The pay range listed for this position is the base hourly wage range the organization reasonably and in good faith expects to pay for this position at this time. Actual compensation is determined based on several factors, that may include seniority, education, training, relevant experience, relevant certifications, geography of work location, job responsibilities, or other applicable factors permissible by law. Compensation may exceed the base hourly rate depending on shift differentials, call pay, premium pay, overtime pay, and other additional pay practices, as applicable to the position and in accordance with the law.
