Senior 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, or related field AND two (2) years of professional Human Resources, Physician Recruitment, sales or marketing experience.

2. OR Bachelor’s degree AND four (4) years of professional Human Resources, Physician Recruitment, sales or marketing experience.

3. Must have a valid driver’s license

PREFERRED QUALIFICATIONS:

EDUCATION, CERTIFICATION, AND/OR LICENSURE:

1. Fellow of Association of Staff Physician Recruiters (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 Profession (CERP).

EXPERIENCE:

1. Experience with an emphasis in recruitment, retention, 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. Facilitates Physician/ Provider Recruitment & Retention:

• Participates in and coordinates the physician/provider 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 recruitment and retention strategies to achieve required staffing levels
• Develops recruitment strategies, practices, and processes that focus on the candidate experience.
• Develops in conjunction with the Marketing department, branding, social media, and advertising efforts to support physician/provider recruitment.
• Develops specific recruiting plans and promotes vacancies through branding and marketing efforts and materials.
• Coordinates hiring process for physicians /providers assuring completion of required processes including credentialing, sanction searches, references, visa applications, and benefit reviews.
• Assists in completing and reporting monthly and as needed turnover and vacancy reports.

· Works with physician/provider department leadership to develop job descriptions for each position.

· Review benefits and compensation package with prospective candidates.

· Develops and completes exit interviews with departing physicians/provider.

· Analyzes exit interview feedback and makes recommendations for improvement.

2. Facilitates Onboarding for Physician/Provider Recruitment:

• Will serve as a key partner responsible for onboarding and orientation activities of new clinical faculty/provider. Will collaborate with clinical departments, medical staff affairs, provider enrollment and other appropriate departments to ensure a timely and efficient onboarding experience for all new faculty/providers.
• Serves as primary liaison for new clinical faculty/provider.
• Establishes and maintains engagement with new faculty/provider r from date of signed offer letter through first year of employment. Liaison with department administrator/chairperson, medical staff affairs, provider enrollment and benefits enrollment regarding issues of concern.
• Develops and delivers welcome packet to each new clinical faculty memo /Provider to include UHA professional services agreement and instructions on various documents to be returned including state licensure. Assists faculty/provider in completing appropriate items. Has primary responsibility for managing the process to ensure a timely return of accurate and complete information. Is responsible for notifying the faculty / provider member’s home department if start dates need to be delayed.

· Practices continued performance improvement through regular departmental contact group meetings. Coordinate, train and provide staff support in the implementation of faculty/provider onboarding program for clinical departments.

· Meets with all departmental representatives regularly to assess check lists validity and re-familiarize them with the check list, process and sequencing.

· Acts as main point of contact for onboarding questions and issues for new faculty/provider.

· 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.

· Assists new faculty/provider to attain compliance with WV or appropriate state medical licenses, hospital credentialing and other check list items.

· Provides weekly reports to all Department Administrators and Chairs regarding status of new faculty/provider.

· Assists in coordination of IT, as it relates to new clinical faculty/provider hires.

· Assists and manages employee health and EPIC training schedules for new clinical faculty.

· 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.

· Explores and evaluates professional trends and issues in physician/provider onboarding and integrating changes into onboarding process as needed.

3. Facilitates Employer of Choice efforts:

• Research, coordinates efforts, and submits applications in support of various Employer of Choice awards.
• Participates and leads various departmental efforts to promote WVU Medicine/University Health Associates and system enterprise affiliates needed.

4. 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. Facilitates 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.

6. Performs at a senior level in directing the day to day responsibilities of the Physician Recruitment Coordinators in support of overall Physician /Provider Recruitment efforts and department goals.

7. Assists in the development, administration, and support of Physician/Provider Recruitment related HRIS and Applicant Tracking System (ATS) projects as applicable.

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:

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.