Talent Acquisition Manager- IRPT

About the role

State of Location: Pennsylvania

Position Summary

We are looking for a Manager of Talent Acquisition to lead our full-cycle recruitment efforts and ensure we attract, hire, and retain exceptional clinical and non-clinical talent.

This role is critical to our growth and success, requiring a focus on building sustainable talent pipelines, enhancing our employer brand, and collaborating with our operations partners and leadership team to meet staffing needs for our growing network of clinics.

Responsibilities

Strategic Planning & Process Optimization

• Implement and manage a comprehensive talent acquisition strategy that aligns with the organization's long-term workforce planning and business goals.
• Collaborate with senior leadership to forecast staffing needs, specifically for hard-to-fill clinical roles such as Physical Therapists (PTs), Occupational Therapists (OTs), and Speech-Language Pathologists (SLPs).
• Help in the design and implementation of scalable, data-driven recruitment processes to optimize efficiency, reduce time-to-fill, and improve quality-of-hire.
• Analyze key recruitment metrics (KPIs) and provide regular reports and insights to leadership, recommending changes to improve performance.

Sourcing & Candidate Management

• Oversee full-cycle recruiting of talent acquisition business partners and provide guidance on new sourcing strategies.
• Complete quality review audits of job postings and job requisitions.
• Utilize advanced sourcing techniques, including job boards, professional networks (e.g., LinkedIn Recruiter), industry-specific forums, and college/university relations programs to build robust pipelines for clinical positions.
• Manage relationships with external search firms, staffing agencies, and professional organizations relevant to the therapy field (e.g., APTA, AOTA, ASHA).
• Ensure a positive and engaging candidate experience throughout the entire recruitment and onboarding process.

Collaboration & Leadership

• Partner on employer branding initiatives to position Ivy as an employer of choice in the outpatient therapy sector.
• Assist in the execution of recruitment marketing campaigns on social media and digital platforms.
• Ensure all recruitment practices, hiring, and documentation are compliant with federal and state employment laws, including EEO guidelines, and healthcare sector-specific regulations.
• Champion diversity, equity, and inclusion (DEI) initiatives within the talent acquisition strategy.
• Partner closely with Clinic Directors and hiring managers to provide consultative guidance on best recruiting practices, interview techniques, and position profile development.
• Serve as the expert user of the Applicant Tracking System (ATS), and other recruitment tools, ensuring data integrity and optimizing the platform's functionality.

Requirements & Skills

• Education: Bachelor's degree in Human Resources, Business Administration, or a related field.
• Experience: 5+ years of progressive experience in full-cycle recruitment, with at least 2 years in a management or strategic talent acquisition leadership role.
• Industry Knowledge: Proven experience recruiting within the healthcare industry is required; direct experience recruiting therapy/allied health professionals (PT, OT, SLP) is highly preferred.
• Technical Skills: Expertise in using Applicant Tracking Systems (ATS) and proficiency in HRIS and sourcing tools.
• Compliance: Strong working knowledge of federal and state employment laws and HR best practices.
• Skills: Exceptional communication, negotiation, and stakeholder management skills.

Why choose Ivy Health?

• Exceeding Expectations: Deliver best-in-class care and witness exceptional patient outcomes.
• Empowering Values: Live by values that prioritize teamwork, growth, and serving others.
• Incentives Galore: Eligibility for full benefits package beginning within your first month of employment. Generous PTO (Paid Time Off) plans and paid holidays.

Pay and benefits

Actual salaries depend on a variety of factors, including experience, specialty, education, and organizational need. Any listed salary range or contractual rate does not include bonuses/incentive, differential pay, or other forms of compensation or benefits.

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