Talent Acquisition Consultant
About The Job
The priority deadline will be 06/16/2026
Job Code: 8183TA
Classification: HR Pro 3 – Talent Acquisition
Employment Group: Civil Service
Department: Office of Human Resources – Talent Acquisition
Primary Portfolio Supported: Health Sciences, including Public Health, Pharmacy, and Dentistry
Additional Portfolio Support: May include Medical School, Nursing, OACA, Veterinary Medicine, and other University units or positions as assigned
Supervisor: Talent Acquisition Manager and/or Talent Acquisition Supervisor
Position Overview
The Talent Acquisition Consultant serves as a senior recruiting strategist and talent advisor for designated health sciences units at the University of Minnesota, with an initial focus on Public Health, Pharmacy, and Dentistry. This position may also support Medical School, Nursing, OACA, Veterinary Medicine, and other University units or positions as assigned based on business needs.
Key Responsibilities
Develops and manages recruitment strategies for assigned health sciences units, including Public Health, Pharmacy, Dentistry, and other units as assigned.
Consults with hiring managers, HR partners, and unit leadership on recruitment strategy, labor market conditions, candidate availability, and effective hiring practices.
Provides strategic guidance on recruitment planning for complex, high-priority, hard-to-fill, and recurring positions.
Partners with departments to align recruitment strategies with unit priorities, workforce needs, and University hiring practices.
Proactively identifies current and future hiring needs through workforce planning discussions, recruitment data, and ongoing consultation with unit partners.
Serves as a key Talent Acquisition point of contact for assigned health sciences recruitment portfolios.
Full-Cycle Recruitment Management
Manages full-cycle recruitment processes for a wide range of Civil Service and P&A positions across assigned units.
Sources, recruits, screens, interviews, and recommends internal and external candidates for positions at multiple levels.
Develops and implements recruitment plans tailored to each position, unit, candidate market, and hiring need.
Ensures recruitment practices comply with University policy, employment regulations, equal opportunity standards, and applicable collective bargaining or governance requirements.
Maintains accurate recruitment records, applicant documentation, and reporting related to assigned searches.
Talent Pipeline Development and Market Sourcing
Develops and maintains pipelines of qualified candidates for critical, recurring, and difficult-to-fill positions.
Implements proactive sourcing strategies to identify passive candidates and expand applicant pools.
Builds relationships with professional associations, academic programs, industry networks, and other external sources to support health sciences recruitment.
Researches market trends and candidate availability to inform recruitment strategy and hiring manager expectations.
Advises hiring managers on competitive positioning, candidate outreach, and strategies to improve talent attraction.
Data Analysis and Workforce Insights
Analyzes recruitment metrics, applicant flow, hiring trends, and search outcomes to identify opportunities for process improvement.
Uses recruitment data to inform sourcing strategies, hiring timelines, workforce planning discussions, and consultation with unit partners.
Provides recommendations related to recruitment challenges, compensation considerations, internal equity, and candidate market conditions in partnership with HR and compensation teams.
Identifies patterns in hiring activity and recommends strategies to improve efficiency, consistency, and candidate quality.
Prepares recruitment updates and summaries for Talent Acquisition leadership and unit partners as needed.
Team Collaboration, Talent Acquisition Support, and Other Duties as Assigned
Serves as a resource and subject matter expert within the Talent Acquisition team for assigned health sciences recruitment activities.
Collaborates with Talent Acquisition leadership, supervisors, consultants, and specialists to ensure consistent recruitment practices across portfolios.
Provides guidance, consultation, or informal support to other recruiters when needed.
Assists colleagues across the Talent Acquisition team when additional recruitment support is required.
Participates in process improvement efforts, recruitment projects, team initiatives, and other duties as assigned.
May support recruitment for other University units, job families, or priority hiring needs based on operational demands.
Independence and Decision Making
The Talent Acquisition Consultant operates with significant independence and manages recruitment strategy and execution for assigned portfolios with limited day-to-day supervision. Work is generally guided by priorities, schedules, deadlines, and defined deliverables. Supervision typically occurs when complex issues arise, recurring concerns need to be addressed, or deadlines are at risk. This position applies professional judgment to complex recruitment situations and frequently serves as a technical recruiting resource for hiring managers, HR partners, and colleagues within Talent Acquisition. The consultant is expected to make sound, timely recommendations and know when to escalate issues to Talent Acquisition leadership.
Qualifications
BA/BS degree plus at least four years of professional experience in talent acquisition, recruiting, human resources, or a related field, or a combination of education and experience equal to at least eight years.
Experience recruiting within higher education, academic health sciences, healthcare, research, public sector, or other large complex organizations.
Experience consulting with hiring managers, HR partners, and senior leaders on recruitment strategy and workforce planning.
Demonstrated experience developing sourcing strategies and talent pipelines for hard-to-fill or specialized roles.
Experience managing full-cycle recruitment across multiple job families and organizational areas.
Experience analyzing recruitment data and applying insights to improve hiring outcomes.
Knowledge of compensation practices, internal equity considerations, and market-informed recruitment strategy.
Ability to manage competing priorities across multiple units, searches, and stakeholders.
Strong written and verbal communication skills, with the ability to advise, influence, and build trust with diverse partners.
Pay And Benefits
Pay Range: $83,500 – $90,000 per year; depending on education/qualifications/experience
Time Appointment: 100% Appointment
Position Type: Civil-Service & Non-Faculty Labor Represented Staff
To Learn More
Please visit the Office of Human Resources website for more information regarding benefit eligibility.
How To Apply
Applications must be submitted online. To be considered for this position, please click the Apply button and follow the instructions. You will be given the opportunity to complete an online application for the position and attach a cover letter and resume. Additional documents may be attached after application by accessing your "My Job Applications" page and uploading documents in the "My Cover Letters and Attachments" section.
Required Application Materials
- Resume
Additional Information
While our salary ranges provide a framework, it is important to note that most of the time, the initial pay may not reach the maximum of the range. This approach ensures that compensation reflects the value and unique contributions of each candidate while maintaining equity within our organization. As part of our commitment to fair and equitable compensation, please be aware that the salary offered to incoming candidates will be based on their individual credentials and experience.
Contact Information
To request an accommodation during the application process, please e-mail employ@umn.edu or call (612) 624-8647.
Diversity
The University recognizes and values the importance of diversity and inclusion in enriching the employment experience of its employees and in supporting the academic mission. The University is committed to attracting and retaining employees with varying identities and backgrounds. The University of Minnesota provides equal access to and opportunity in its programs, facilities, and employment without regard to race, color, creed, religion, national origin, gender, age, marital status, disability, public assistance status, veteran status, sexual orientation, gender identity, or gender expression.
Employment Requirements
Any offer of employment is contingent upon the successful completion of a background check.