Recruitment and Retention Strategist

Functional Title

The Recruitment and Retention Strategist performs highly advanced senior-level consultative services and technical assistance work for the HSCS Recruitment and Retention Program.

Essential Job Functions

• Workforce Analytics, Program Evaluation, and Reporting (30%)
  • Performs highly advanced consultative services and technical assistance work involving the collection, analysis, interpretation, and reporting of workforce data to support recruitment and retention programs across the Health and Specialty Care System.
  • Analyzes data from SuccessFactors, CAPPS, recruitment platforms, surveys, and other approved sources to evaluate workforce trends, staffing challenges, vacancies, applicant flow, time-to-hire, turnover, onboarding outcomes, and retention indicators.
  • Develops reports, data visualizations, workforce studies, and executive presentations to support strategic decision-making.
  • Identifies trends, gaps, risks, and opportunities and recommends actions that improve workforce outcomes and support agency goals.
• Complex Program and Project Leadership (20%)
  • Leads the implementation and ongoing management of complex recruitment and retention initiatives supporting state hospitals, state supported living centers, and other HSCS programs and departments.
  • Establishes goals, priorities, timelines, performance measures, and project plans.
  • Captures and analyzes information from several sources; identifies gaps or risks; solves problems; and makes recommendations based on data, policy, regulations, and best practices.
  • Prioritizes personal work, manages competing deadlines, monitors progress, and works with extensive independence and sound judgment.
• Risk, Compliance, and Enterprise Response Coordination (20%)
  • Coordinates and implements risk and compliance activities related to recruitment operations, workforce reporting, privacy requirements, data integrity, contracts, expenditures, and applicable laws, regulations, policies, and procedures.
  • Evaluates program practices, identifies concerns, develops recommendations, and monitors corrective actions.
  • Coordinates responses to internal, legislative, audit, and external inquiries by gathering, verifying, analyzing, and presenting workforce information, reports, and supporting documentation.
• Executive Consultation and Workforce Strategy (15%)
  • Provides highly advanced consultative services and technical assistance to executive leadership, facility leadership, department heads, medical directors, chief nursing executives, Staff Services Officers, human resources staff, and operational leaders regarding recruitment and retention strategies and workforce challenges.
  • Serves as a subject matter expert and provides recommendations based on workforce data, program assessments, policy analysis, and organizational priorities to support informed decision-making and workforce planning.
• Training, Process Improvement, and Resource Development (10%)
  • Develops, evaluates, and improves standard operating procedures, process maps, job aids, training materials, and program resources.
  • Provides training and technical guidance to leadership and staff regarding recruitment, retention, reporting tools, and workforce processes.
  • Evaluates recruitment platforms, technologies, and vendor services using operational and cost data and recommends improvements that increase efficiency, effectiveness, and responsible stewardship of public resources.

Knowledge, Skills, And Abilities (ksa’s)

• Knowledge of recruitment, retention, human resources operations, public administration, and program management methods.
• Knowledge of applicable laws, regulations, agency policies, privacy practices, hiring process compliance, contracts, and responsible use of public funds.
• Knowledge of research methods, statistical analysis, program assessment, performance measures, and return on investment methods.
• Skill in analyzing workforce data, selecting the right measures, creating clear data visualizations, and presenting findings to technical and nontechnical audiences.
• Skill in using SuccessFactors end to end and using Excel, CAPPS, SharePoint, Power Automate, recruitment platforms, and other reporting or visualization tools.
• Skill in professional writing, presentations, training, and explaining complex information in clear language to executive, facility, clinical, operational, and HR audiences.
• Ability to gather and analyze information from several sources; identify gaps or risks; solve problems; and make recommendations based on data, policy, regulations, and best practices.
• Ability to lead complex projects and work groups, prioritize personal work, manage competing deadlines, monitor progress, and work with extensive independence and sound judgment.
• Ability to develop, evaluate, explain, and improve policies, procedures, standard operating procedures, process maps, tools, and work methods.
• Ability to collaborate with leaders and staff, provide guidance, lead training, serve as a technical resource, and gain support for change without supervisory or delegated authority.