This position functions as the Human Resources Specialist (Recruitment/Placement) Physician and Provider Recruiter. The Human Resources Specialist (Recruitment/Placement) Physician and Provider Recruiter is responsible for local physician and provider recruitment and retention operations for the health system. This position is not remote/virtual and the incumbent will be required to be physically onsite.

Duties

Recruitment Strategy - 40% Position serves as the case-manager for all physician and provider recruitment and onboarding activities ensuring effective and efficient processes that maximize recruitment outcomes and reduce Time-to-Hire (T2H). Will focus on hiring quality physicians and providers as quickly as possible to meet the unique needs of the health care system. The primary point of contact (POC) for physician and provider candidate site visits/interviews and ensures an enhanced candidate experience through coordination of candidate travel, interview agendas, facility tours, local area community tours, formal contingent offers, and initiation of credentialing and privileging (C&P). Provides case management and facilitation of the onboarding process. Responsible for the recruitment, onboarding, and ongoing retention life cycle for physicians and providers within the health care system, and as such, will forge strategic and harmonious relationships with the following key stakeholders: 1) facility and VISN leadership; 2) NRS; 3) affiliated university leaders; 4) regional professional associations; 5) community leaders; and 6) HR personnel in SBU and SSU; and 7) other key stakeholders as needed. Serves as the HR subject matter expert (SME)/technical advisor in Title 38 physician, dentist and provider recruitments, onboarding, market pay administration, and retention and serves as the primary point of contact for the provider. Customer Recruitment Planning - 25% Meets with local hiring managers to conduct recruitment search assessments in order to develop tailored recruitment marketing and sourcing strategy. Obtains critical information about the vacancy during recruitment search assessment that will enhance marketability of the opportunity and improve the likelihood of sourcing best-fit candidates. Gather information during assessment includes, but is not limited to, department staffing, reasons for vacancies, previous recruitment activities and hiring history, unique training requirements, skill requirements, preferred clinical competencies, the ideal candidate profile, proposed salary and recruitment incentives, and other pertinent details. Develops a client-centered and tailored recruitment and sourcing plan to recruit best fit candidates for each specific vacancy. Recruitment Operations- 25% Meets regularly with COS, clinical service line managers, SSBP, DEO, PAO, SBU, and SSU to coordinate recruitment advertising and the sharing of recruitment information within the appropriate academic and/or professional community. Authors recruitment advertisement content and coordinates appropriate approvals before publishing. Coordinates with NRS on attendance at local job fairs and conferences. Administers and commits recruitment marketing funds for purchasing ads in professional magazines, journals, sourcing campaigns, and attendance at NRS-approved local conferences and job fairs. Data Capture and Analysis- 10% Forecast's physician and provider vacancies, mitigates recruitment, hiring and retention challenges, and utilizes data from various sources (Veterans Service Support Center (VSSC), ATS, Workforce Succession and Strategic Plan, etc.). Maintains statistics on various aspects of recruitment and retention and incorporates this information in facility recruitment and retention reports. Plans and conducts facility recruitment and retention program assessments through surveys, statistical studies, data analysis, and customer interviews to optimize recruitment outcomes and T2H. Reviews facility recruitment actions or cases and recommends improvements for inefficient, inadequate, or invalid measurement methods to the SSBP, SBU, and SSU. Publishes facility level reports and conducts presentations documenting information accumulated from measurement methods, and the resultant procedures established or changed. Performs other related duties as assigned. Work Schedule: Monday - Friday - 8:00am - 4:30pm Compressed/Flexible: Not Available Telework: AD HOC may be eligible after 6 months. Remote/Virtual: This is not a virtual or remote position and the incumbent will be required to be physically onsite. Position Description Title/PD#: HR Specialist (Recruitment/Placement) Physician & Provider Recruiter/PD99721S Relocation/Recruitment Incentive: May be authorized for highly qualified candidates Physical Requirements: Some work may require walking in offices, hospitals, convention centers, hotels, universities, and similar areas for meetings and to conduct recruitment, hiring and retention duties. Work may also require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the worksite.

Requirements

• You must be a U.S. citizen to apply for this job
• Subject to a background/suitability investigation
• Designated and/or random drug testing may be required
• May serve a probationary period
• Selective Service Registration is required for males born after 12/31/1959
• A complete application package; Resume, Transcripts, etc
• Selected applicants will be required to complete an online onboarding process

Qualifications

To qualify for this position, applicants must meet all requirements by the closing date of this announcement. Selective Placement Factor: Physician and/or advanced practice provider recruitment experience in either a Federal or Private Sector Hospital or Health Care System GS-12 grade level: One year of specialized experience (equivalent to the GS-11 grade level in the federal service); experience that equipped the applicant with the particular knowledge, skills and abilities (KSA's) and other characteristics to perform successfully the duties of the position, and that is typically in or related to the work of the position to be filled, in the normal line of progression for the occupation in the organization. Specialized experience includes: Experience and skill in applying a wide range of HR recruitment and placement functions; knowledge of federal personnel regulations, laws, techniques, and guidelines to include OPM requirements; experience working with a variety of difficult and complex Human Resources (HR) work assignments; developing vacancy announcements using a variety of recruitment strategies; knowledge of HR database systems to query, retrieve, and analyze information to complete and monitor routine and special assignments; providing advice and guidance to management officials on a variety of HR topics and issues to include pay administration. OR Applicants may also combine education and experience to qualify at the GS-12 level. Education & Specialized Experience: Graduate level degree or higher and three years of progressive specialized experience equivalent to at least the GS-09 grade level .Such experience may be gained in administrative, professional, technical or other responsible work positions in the public (i.e., Government or military) or private sector. Qualifying specialized experience includes: Experience and skill in applying a wide range of HR recruitment and placement functions; knowledge of federal personnel regulations, laws, techniques, and guidelines to include OPM requirements; experience working with a variety of difficult and complex Human Resources (HR) work assignments; developing vacancy announcements using a variety of recruitment strategies; knowledge of HR database systems to query, retrieve, and analyze information to complete and monitor routine and special assignments; providing advice and guidance to management officials on a variety of HR topics and issues to include pay administration. To calculate, first identify the percentage of required education you have earned (when substituting, you cannot use the first 60 semester hours that you earned). Then identify the percentage of required experience you possess. Add the two percentages. The total percentage must equal at least 100 percent to qualify at the GS-12. For example, an applicant who has 9 semester hours of graduate level education (i.e. 50% of graduate education required) and 6 months of creditable specialized experience (i.e. 50% of the required experience) would equal 100% of the required experience for the position A transcript must be submitted with your application if you are basing all or part of your qualifications on education. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

Education

Note: Only education or degrees recognized by the U.S. Department of Education from accredited colleges, universities, schools, or institutions may be used to qualify for Federal employment. You can verify your education here: http://ope.ed.gov/accreditation/.

If you are using foreign education to meet qualification requirements, you must send a Certificate of Foreign Equivalency with your transcript in order to receive credit for that education.

Contacts

• Address VHA VISN 10 Human Resources 11500 NORTHLAKE DRIVE SUITE 200 CINCINNATI, OH 45249-1642 US
• Name: Erika Bond
• Phone: 317-225-3905
• Email: [email protected]