Physician Provider Recruiter & Talent Advisor

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MINIMUM QUALIFICATIONS:

EDUCATION, CERTIFICATION, AND/OR LICENSURE:

1. Master’s degree in Human Resources, Business Administration, Industrial Relations AND one (1) year of professional Human Resources, Physician Recruitment, sales or marketing experience.

OR Bachelor’s degree AND two (2) years of professional Human Resources, Physician Recruitment, sales or marketing experience, and/or related field.

2. Must have a valid driver’s license

PREFERRED QUALIFICATIONS:

EDUCATION, CERTIFICATION, AND/OR LICENSURE:

1. Fellow of Association for Advancing Physician and Provider Recruitment. (FASPR).

2. Certification as a Professional Human Resources (PHR), Senior Professional in Human Resources (SPHR). SHRM-CP, SHRM-SCP, Certified Strategic Work Force Planner (SWP), and/or Certified Employee Retention Professional (CERP).

EXPERIENCE:

1. Experience with an emphasis in recruitment, retention, onboarding, integration, compensation, contract administration and negotiation, and employment compliance such as Affirmative Action, Immigration, Stark Laws, etc.

2. Recent work experience in healthcare setting.

CORE DUTIES AND RESPONSIBILITIES: The statements described here are intended to describe the general nature of work being performed by people assigned to this position.  They are not intended to be constructed as an all-inclusive list of all responsibilities and duties.  Other duties may be assigned.

1.  Physician, Provider, and Faculty Recruitment:

• Participates in and coordinates the recruitment interview and selection process.
• Utilizes behavioral based interviewing process for all candidates that target and select candidates who possess the values and meet the expectations set forth for employees.
• Advises appropriate search chairs, department chairs and other individuals to develop the recruitment process and the selection process to facilitate selection of the most appropriate candidate.
• Develops and executes recruitment strategies and initiatives to achieve required staffing levels(i.e. incentive plans, recruitment events, marketing, etc)
• Develops, practices, and processes that focus on the candidate experience.
• Compiles and communicates,, workforce analytics.
• Works with leadership to develop job descriptions for each position.
• Educates candidates on employment model options, compensation, contracts, and benefits.

2.  Onboarding and Integration for Physician, Provider and Faculty Recruitment:

• Serves as a key partner responsible for onboarding and orientation activities of new employee
• Collaborates with the Onboarding and Integration Specialist, clinical departments, medical staff affairs, Central Verification Office, payor enrollment and other appropriate departments to ensure a timely and efficient onboarding experience for all new employees.
• Serves as primary liaison for new employees..
• Monitors overall onboarding process of each new recruit ensuring that all requirements are met in order to maintain flow of onboarding progression in a timely fashion.  Assists in resolving issues related to areas of delinquency.
• Initiates payments (when appropriate) of signing bonuses when specific onboarding milestones are achieved.
• Supports relocation process; realtors, community and school tours and other community organizations as needed.
• Facilitates interaction with spouses/significant others and Dual Career office and other potential employment contacts.
• Leads hiring process assuring completion of required processes including credentialing, sanction searches, references, visa applications, and benefit reviews.

3.  Retention:

• Develops, completes, and analyzes exit interviews with departing employees.
• Conducts formal, targeted retention and integration activities throughout first year of employment (i.e., 30-day stay interview, 6 month stay interview, welcome gift, etc.)

4.  Compliance:

• Ensures compliance and adherence to Federal, State and other Regulatory bodies such as OIG, Stark Laws, HPSA and MUHA qualifications, , EEOC, Department of Labor/Immigration, Affirmative Action, etc.

5.  Work Force Planning efforts and initiatives:

• Provides data and reporting for current state analysis.
• Reviews gap analysis and determines action plans to close the gaps.
• Facilitates change requirements.
• Implements and monitors action plans.
• Coordinates expansion and integration activities.

PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Extended periods of sitting.

2. Extended periods of computer usage.

3.  Must be able to travel. Travel is expected on average 20% of time, but can fluctuate based on volume.

WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Standard, high volume office environment.

SKILLS AND ABILITIES:

1. Must have and maintain a working knowledge of federal and state labor laws related to all aspects of employment. 

2. Must have an ability to organize and prioritize multiple projects.

3. Must have and demonstrate an ability to communicate both orally and in writing in a clear and concise manner.

4. Must have strong analytical and problem solving skills.

5. Must have ability to maintain high level of confidentiality.

Additional Job Description:

• Responsible for leading, developing, coordinating and monitoring activities related to the recruitment, retention, workforce planning, forecasting, and integration of physician, provider, and faculty level positions in accordance with the values, goals, and objectives of the organizations within Federal and State Regulatory guidelines.
• JustificationJustification Position to support NW Central Region (Replacement)

Scheduled Weekly Hours:

Shift:

Exempt/Non-Exempt:

Company:

Cost Center:

Address:

Equal Opportunity Employer

West Virginia University Health System and its subsidiaries (collectively "WVUHS") is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. WVUHS strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state, or local law. All WVUHS employees, other workers, and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and termination of employment.