Talent Acquisition Supervisor
for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title as heading. Must not include Job ID etc. Must preserve all substantive info, not invent or summarize away detail. Remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions). Also remove EEO statements etc. Must not create sections with filler like "commensurate with experience". Must only include sections where posting has real specific content.
Let's parse the posting.
Key info:
- Location: St. James, NY
- Days/Hours: Monday - Friday; 8:30 AM - 5 PM
- Hybrid eligibility: At manager's discretion, role may be eligible for Hybrid work; only available to NY State Residents.
- Salary Range: $80K - $95K (pay determined based on experience, preferred qualifications, education). Also includes compensation philosophy text.
- Summary: description of role.
- Job Duties & Essential Functions: list of duties.
- Required Qualifications: list.
- Preferred Qualifications: list.
- Physical Demands: description.
- Additional info about StaffCo etc. Might be considered boilerplate? It's about employer arrangement. Might be considered relevant? It's not EEO but it's about employment arrangement. Might be considered substantive? The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The StaffCo description is not exactly legal boilerplate but might be considered "legal" about employer. However it's part of job description describing employer. Might be considered relevant? The instruction says remove legal boilerplate. This is about employment arrangement, could be considered legal. Safer to remove it? The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." The StaffCo paragraph is legal in nature (describing employer arrangement). Likely considered legal boilerplate, so remove.
Also EEO statements at end: remove.
Thus we need sections:
- About the role: could be the SUMMARY paragraph.
- Responsibilities: Job Duties & Essential Functions list.
- Requirements: maybe Required Qualifications.
- Qualifications: maybe Preferred Qualifications? But we have both Required and Preferred. Could combine? The instruction: use headings for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide which to include.
We have content for:
- About the role: SUMMARY.
- Responsibilities: Job Duties & Essential Functions.
- Requirements: Required Qualifications.
- Qualifications: Preferred Qualifications (or could be "Qualifications" heading for both required and preferred? But we have separate headings; we could put Required under Requirements, Preferred under Qualifications.
- Skills: maybe we can extract skills from Required/Preferred: e.g., communication skills, MS Office proficiency, ATS experience, etc. But we already have those in qualifications. Could create a Skills section listing specific skills: communication, MS Office, ATS, recruitment dashboards, etc. However we must not invent or summarize away detail; we can list them as they appear. The posting includes: "Demonstrates exceptional communication skills and ability to persuasively deliver clear reports, instruction, and presentations, tailored to various audiences within the organization. Proficiency with MS Office (Outlook, Word, Excel and PowerPoint)." Also "Experience creating recruitment dashboards and analytics." Also "Applicant tracking systems experience." Also "Knowledge of compensation practices." Also "Familiarity with social media, resume databases and professional networks." Also "Solid understanding of current employment law." Also "Demonstrated knowledge of developing recruitment and retention strategies." Also "Healthcare industry knowledge." Also "Supervisory experience within a Human Resources department." etc.
We could create a Skills section that aggregates these skill-related statements. However we must not duplicate content; we could keep them under Qualifications and not create Skills if it would be redundant. The instruction: "Prefer a few substantive sections over many thin ones." So maybe we combine Required and Preferred into Qualifications, and maybe Skills not needed. But we have headings list; we can omit sections if no real specific content. So we could have:
- About the role (h3)
- Responsibilities (h3)
- Requirements (h3) for Required Qualifications
- Qualifications (h3) for Preferred Qualifications
- Pay (h3) for Salary Range and compensation philosophy
- Schedule (h3) for Days/Hours and hybrid eligibility
- Benefits? Not mentioned; no benefits details. So omit Benefits.
- Skills? Could be omitted if we think it's thin; but we have many skill statements. However they are already in qualifications. Might be better to put them under Skills to avoid large qualifications list. But we already have Required and Preferred sections; maybe we can combine them into Qualifications and not have Skills. The instruction: "Prefer a few substantive sections over many thin ones." Having Requirements and Qualifications separate might be thin? But they are substantive. Could be okay.
We need to ensure we don't create sections with filler like "commensurate with experience". Pay section: we have salary range and compensation philosophy text. That's specific.
Schedule: we have days/hours and hybrid eligibility.
Now we need to format using for section headings, - for any list of duties/requirements/benefits, and
for prose.
Thus:
About the role
... summary text ...
Responsibilities
- ...
...
Requirements
- ...
...
Qualifications
- ...
...
Pay
... salary range and compensation philosophy ...
Schedule
... days/hours and hybrid eligibility ...
We must not include duplicated lines. Ensure we preserve all substantive info.
Let's extract summary text exactly:
"SUMMARY The Talent Acquisition (TA) Supervisor will be responsible for the daily oversight of the day-to-day recruitment activities for our ambulatory practice locations and employees. The Talent Acquisition Supervisor will drive recruitment initiatives with integrity, creativity and in collaboration with the Human Resources Assistant Director and other stakeholders. The Talent Acquisition Supervisor will oversee and manage the full life-cycle recruitment for assigned business units with a strong emphasis on the candidate and employee experience while continually identifying new opportunities for key process improvement initiatives to ensure that recruiting programs are aligned with business objectives. This position is responsible to develop strong partnerships with business leaders and managers, to contribute to the development and implementation of short and long-term innovative recruitment, retention and employer branding strategies, and to create tools that educate managers, set clear expectations and improve recruitment related processes and procedures. Must have the ability to think strategically, be dynamic and enthusiastic and take quick initiative. Familiarity with social media, resume databases and professional networks, knowledge of Applicant Tracking System (ATS), understanding of compensation practices, and excellent verbal and written communication skills are required."
We need to keep that as prose in . Possibly split into multiple paragraphs? But we can keep as one
.
Now Responsibilities list: "Job Duties & Essential Functions" then a list of duties. Let's extract each bullet:
- Supervise and provide directional support where needed to the TA team for the day to day inquires pertaining to recruitment matters.
- Monitor and evaluate recruitment processes and workflows to identify gaps and to increase efficiencies and reduce redundancies.
- Work closely with Human Resources Assistant Director in planning and implementing process improvements, best practices and process change to optimize efficiencies and other talent acquisition related initiatives.
- Partner with TA Specialists on talent acquisition to provide timely and efficient solutions to broader HR team and the business.
- Partner with hiring managers to identify and plan staffing and retention needs across CPMP.
- Collaborate with HR Team and managers to reinforce and promote a culture of innovation, collaboration, commitment, focus and excellence, starting with the candidate experience.
- Assist in the development of job descriptions to determine the selection criteria for candidates.
- Source candidates through online channels such as social platforms and in person professional networks.
- Screen and recommend qualified candidates to hiring managers for further consideration to hire.
- Keep records of all materials used for recruitment.
- Create and document standard processes and procedures, training materials, tools and guidelines to assist managers through the recruitment and hiring processes (e.g. behavioral interview questions and techniques, evaluation methods, interviewing tips, process checklists and workflows, etc.).
- Collaborate with Human Resources Assistant Director to conduct interview and recruitment workshops, new hire check-ins.
- Organize, host and attend job fairs and recruitment events to build strong candidate pipelines.
- Generate, analyze and maintain monthly recruitment reports, providing useful metrics that may be used to identify trends. Periodically review and maintain compensation data.
- Forecast annual hiring needs in collaboration with department heads and finance for each fiscal year’s budget.
- Perform all other duties as assigned by management.
We need to keep each as
- . Ensure we preserve punctuation.
Now Required Qualifications list:
- Bachelor’s degree in Business Administration, Human Resources or related field. In lieu of degree, four (4) years of full time Human Resources experience.
- Seven (7) years of full-life cycle recruitment.
- Healthcare industry knowledge.
- Solid understanding of current employment law and ability to learn and follow new developments.
- Demonstrated knowledge of developing recruitment and retention strategies.
- Applicant tracking systems experience.
- Experience creating recruitment dashboards and analytics.
- Demonstrates exceptional communication skills and ability to persuasively deliver clear reports, instruction, and presentations, tailored to various audiences within the organization.
- Proficiency with MS Office (Outlook, Word, Excel and PowerPoint).
We need to keep each as
- . Note that some are sentences; we keep them.
Now Preferred Qualifications list:
- SHRM-CP/PHR/SPHR/TAS credentials or other Human Resources certifications preferred.
- Supervisory experience within a Human Resources department.
- Healthcare experience is strongly desired.
- Experience with the implementation of recruitment software and application tracking systems.
We keep as
- .
Now Pay section: we have salary range and compensation philosophy text.
Extract:
"Salary Range $80K - $95K (pay will be determined based on experience, preferred qualifications, and education) Our compensation philosophy aims to provide marketable compensation programs and to compensate employees based on relevant experience and education. Individual compensation discussions begin during the hiring process and may occur during job review and promotional opportunities. Salaries vary depending on experience, education and current market for the position. Human Resources determines the external and internal equitable salary for each employee. The above salary range (or hiring range) represents Stony Brook CPMP’s good faith and reasonable estimate of the range of possible compensation at the time of posting"
We need to keep as prose in
. Possibly break into multiple paragraphs but one is fine.
Now Schedule section: days/hours and hybrid eligibility.
Extract:
"Location St. James, NY Days/Hours Monday - Friday; 830 AM - 5 PM **At the manager’s discretion, this role may be eligible for Hybrid work; this position is only available to New York State Residents."
Also later: "At the manager’s discretion, this role may be eligible for hybrid remote work."
We need to combine: Days/Hours Monday - Friday; 8:30 AM - 5 PM (note original "830 AM" likely 8:30). Hybrid eligibility: At manager’s discretion, role may be eligible for Hybrid work; position only available to NY State Residents. Also mention hybrid remote work.
We'll produce a paragraph: "Located in St. James, NY. Standard schedule: Monday–Friday, 8:30 AM–5:00 PM. At the manager’s discretion, the role may be eligible for hybrid work; this position is only available to New York State residents."
Make sure to preserve info.
Now
- for any list of duties/requirements/benefits, and
for prose. Thus:
About the role
... summary text ...
Responsibilities
- ... ...
Requirements
- ... ...
Qualifications
- ... ...
Pay
... salary range and compensation philosophy ...
Schedule
... days/hours and hybrid eligibility ...
We must not include duplicated lines. Ensure we preserve all substantive info. Let's extract summary text exactly: "SUMMARY The Talent Acquisition (TA) Supervisor will be responsible for the daily oversight of the day-to-day recruitment activities for our ambulatory practice locations and employees. The Talent Acquisition Supervisor will drive recruitment initiatives with integrity, creativity and in collaboration with the Human Resources Assistant Director and other stakeholders. The Talent Acquisition Supervisor will oversee and manage the full life-cycle recruitment for assigned business units with a strong emphasis on the candidate and employee experience while continually identifying new opportunities for key process improvement initiatives to ensure that recruiting programs are aligned with business objectives. This position is responsible to develop strong partnerships with business leaders and managers, to contribute to the development and implementation of short and long-term innovative recruitment, retention and employer branding strategies, and to create tools that educate managers, set clear expectations and improve recruitment related processes and procedures. Must have the ability to think strategically, be dynamic and enthusiastic and take quick initiative. Familiarity with social media, resume databases and professional networks, knowledge of Applicant Tracking System (ATS), understanding of compensation practices, and excellent verbal and written communication skills are required." We need to keep that as prose in. Possibly split into multiple paragraphs? But we can keep as one
. Now Responsibilities list: "Job Duties & Essential Functions" then a list of duties. Let's extract each bullet: - Supervise and provide directional support where needed to the TA team for the day to day inquires pertaining to recruitment matters. - Monitor and evaluate recruitment processes and workflows to identify gaps and to increase efficiencies and reduce redundancies. - Work closely with Human Resources Assistant Director in planning and implementing process improvements, best practices and process change to optimize efficiencies and other talent acquisition related initiatives. - Partner with TA Specialists on talent acquisition to provide timely and efficient solutions to broader HR team and the business. - Partner with hiring managers to identify and plan staffing and retention needs across CPMP. - Collaborate with HR Team and managers to reinforce and promote a culture of innovation, collaboration, commitment, focus and excellence, starting with the candidate experience. - Assist in the development of job descriptions to determine the selection criteria for candidates. - Source candidates through online channels such as social platforms and in person professional networks. - Screen and recommend qualified candidates to hiring managers for further consideration to hire. - Keep records of all materials used for recruitment. - Create and document standard processes and procedures, training materials, tools and guidelines to assist managers through the recruitment and hiring processes (e.g. behavioral interview questions and techniques, evaluation methods, interviewing tips, process checklists and workflows, etc.). - Collaborate with Human Resources Assistant Director to conduct interview and recruitment workshops, new hire check-ins. - Organize, host and attend job fairs and recruitment events to build strong candidate pipelines. - Generate, analyze and maintain monthly recruitment reports, providing useful metrics that may be used to identify trends. Periodically review and maintain compensation data. - Forecast annual hiring needs in collaboration with department heads and finance for each fiscal year’s budget. - Perform all other duties as assigned by management. We need to keep each as
- . Ensure we preserve punctuation. Now Required Qualifications list: - Bachelor’s degree in Business Administration, Human Resources or related field. In lieu of degree, four (4) years of full time Human Resources experience. - Seven (7) years of full-life cycle recruitment. - Healthcare industry knowledge. - Solid understanding of current employment law and ability to learn and follow new developments. - Demonstrated knowledge of developing recruitment and retention strategies. - Applicant tracking systems experience. - Experience creating recruitment dashboards and analytics. - Demonstrates exceptional communication skills and ability to persuasively deliver clear reports, instruction, and presentations, tailored to various audiences within the organization. - Proficiency with MS Office (Outlook, Word, Excel and PowerPoint). We need to keep each as
- . Note that some are sentences; we keep them. Now Preferred Qualifications list: - SHRM-CP/PHR/SPHR/TAS credentials or other Human Resources certifications preferred. - Supervisory experience within a Human Resources department. - Healthcare experience is strongly desired. - Experience with the implementation of recruitment software and application tracking systems. We keep as
- .
Now Pay section: we have salary range and compensation philosophy text.
Extract:
"Salary Range $80K - $95K (pay will be determined based on experience, preferred qualifications, and education) Our compensation philosophy aims to provide marketable compensation programs and to compensate employees based on relevant experience and education. Individual compensation discussions begin during the hiring process and may occur during job review and promotional opportunities. Salaries vary depending on experience, education and current market for the position. Human Resources determines the external and internal equitable salary for each employee. The above salary range (or hiring range) represents Stony Brook CPMP’s good faith and reasonable estimate of the range of possible compensation at the time of posting"
We need to keep as prose in
. Possibly break into multiple paragraphs but one is fine. Now Schedule section: days/hours and hybrid eligibility. Extract: "Location St. James, NY Days/Hours Monday - Friday; 830 AM - 5 PM **At the manager’s discretion, this role may be eligible for Hybrid work; this position is only available to New York State Residents." Also later: "At the manager’s discretion, this role may be eligible for hybrid remote work." We need to combine: Days/Hours Monday - Friday; 8:30 AM - 5 PM (note original "830 AM" likely 8:30). Hybrid eligibility: At manager’s discretion, role may be eligible for Hybrid work; position only available to NY State Residents. Also mention hybrid remote work. We'll produce a paragraph: "Located in St. James, NY. Standard schedule: Monday–Friday, 8:30 AM–5:00 PM. At the manager’s discretion, the role may be eligible for hybrid work; this position is only available to New York State residents." Make sure to preserve info. Now