Supervisor, Talent Engagement & Onboarding

What you can expect! 

Find joy in serving others with IEHP! We welcome you to join us in “healing and inspiring the human spirit” and to pivot from a “job” opportunity to an authentic experience!

The Supervisor, Talent Engagement & Onboarding is a senior member of the Talent Acquisition team and will be responsible in working closely with the Manager of Talent Acquisition to achieve the shared goal of influencing, shaping, cultivating, and connecting an inclusive, diverse, talented, and inspired workforce at Inland Empire Health Plan (IEHP) through a high-touch, full-cycle recruitment workflow. 

The Supervisor, Talent Engagement and Onboarding first and foremost promotes IEHP’s mission, vision, and values and setting an example of integrity, productivity, and accountability for assigned Talent Engagement and Onboarding team members.  The Supervisor, Talent Engagement and Onboarding will lead and oversee onboarding processes, talent engagement sourcing, DEI recruitment strategy, tools, and processes for passive talent engagement, as well as partner with the Director of Talent Acquisition on the development, execution, and sustainment of recruitment strategies and tactics aimed at recruiting diversified talent for a wide range of health services positions.

Commitment to Quality: The IEHP Team is committed to incorporate IEHP’s Quality Program goals including, but not limited to, HEDIS, CAHPS, and NCQA Accreditation.

Perks

IEHP is not only committed to healing and inspiring the human spirit of our Members, but we also aim to match our team members with the same energy by providing prime benefits and more.

• Competitive salary
• Hybrid schedule
• State of the art fitness center on-site
• Medical Insurance with Dental and Vision
• Life, short-term, and long-term disability options
• Career advancement opportunities and professional development
• Wellness programs that promote a healthy work-life balance
• Flexible Spending Account – Health Care/Childcare
• CalPERS retirement
• 457(b) option with a contribution match
• Paid life insurance for employees
• Pet care insurance

1. Leadership and Team Management:
   1. Supervisor and lead a team of Talent Engagement Specialists and Pre-Employment Specialists.
   2. Collaborate closely with the Director of Talent Acquisition (TA) providing senior-level support in recruitment leadership across specialized units within the TA department.
   3. Responsible for on-going Team Member performance review and evaluation; including carry forth appropriate documentation and corrective action when warranted.
   4. Establish regular 1:1 sessions with each direct report to ensure the delivery of just-in-time support, to foster a deeper sense of trust and transparency, to celebrate team member successes and to identify opportunities for growth.
   5. Foster a collaborative and high-performance work environment within the Talent Acquisition team.
   6. Lead by example, setting and maintaining high standards of professionalism and accountability for yourself and for your direct reports.
2. Collaboration and Strategy:
   1. Partner with hiring managers and HR business partners to understand department-specific recruitment needs.
   2. Provide valuable input and recommendations to enhance and refine talent acquisition processes continuously.
3. Candidate Sourcing and Assessment:
   1. Develop and execute comprehensive strategic approaches and lead Talent Engagement Specialists to identify and engage top talent for various positions.
   2. Drive targeted talent searches aligned with organizational needs, collaborating closely with department leaders.
   3. Develop and execute innovative sourcing strategies to attract top-tier talent, staying ahead of industry trends.
   4. Cultivate strong relationships with external partners and talent sources.
4. Onboarding and Candidate Experience:
   1. Oversee a team of Pre-Employment Specialists managing new hire onboarding tasks and processes.
   2. Responsible for remaining informed on employment laws, onboarding regulations, and industry best practices to ensure compliance.
   3. Continuously assess and evaluate onboarding processes and lead improvement initiatives to enhance the candidate experience from application to onboarding for a smooth and positive transition.
5. Data Analysis and Reporting:
   1. Develop, monitor and analyze recruitment sourcing metrics to assess team performance and identify areas for team member and operational improvements.
   2. Collaborate with the Talent Acquisition Analyst and cross-functional leadership to generate regular reports on talent acquisition activities, outcomes and ROI.
6. Communication and Other Duties:
   1. Maintain timely communication with the Director of Talent Acquisition regarding team operations, priorities, performance, and challenges.
   2. Collaborate effectively on reinforcing department and team goals and objectives at the Team Member level.
   3. Develop and execute individual training plans for new and current Talent Engagement team members.
   4. Ensure Talent Acquisition practices comply with Federal and State employment laws and regulations.
   5. Manage special projects and other duties as assigned by the Director.
7. Perform any other duties as required to ensure Health Plan operations and department business needs are successful.

Education & Requirements 

• A minimum of four (4) or more years working in a full-cycle recruitment capacity, including experience sourcing for difficult and hard-to-fill positions, internet sourcing, recruitment branding and marketing and tracking social recruitment return of investment (ROI) required
  • In lieu of the total minimum years of experience, a bachelor’s degree from an accredited institution and two (2) or more years of full-cycle recruitment experience, sourcing for hard-to-fill positions is required
• Relevant IEHP experience building and leading a team strongly preferred
• Familiarity with managed care industry recruitment is a plus
• Associate’s degree in human resources, organizational development, or relevant field from an accredited institution required
  • In lieu of the required degree, a minimum of four (4) years of additional relevant work experience is required for this position
  • This experience is in addition to the minimum years listed in the Experience Requirements above
• INTERNAL CANDIDATES ONLY: Candidates who are actively enrolled in an Associate’s degree program at an accredited institution and who have completed half or more of the required coursework may be considered.
  • If selected, the offer is contingent on the internal candidate completing the Associate’s degree within 12-months of accepting the offer
• Bachelor’s degree from an accredited institution is strongly preferred
• Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification preferred
• AIRS Recruiter Certification preferred

Key Qualifications

• Knowledgeable in full-cycle recruitment practices
• Lean methodologies
• Strong leadership and team management skills
• Excellent communication and interpersonal skills
• Proficiency in using recruitment software and tools
• Skilled at reading, interpreting, and presenting data to help make informed decisions
• Skilled at delivering crucial and sometimes difficult conversations
• Ability to effectively prioritize and execute tasks in a high-pressure environment
• Ability to evaluate people, situations, and processes through the lens of “just culture” and continual improvement

Start your journey towards a thriving future with IEHP and apply TODAY!

This position is on a hybrid work schedule. (Mon & Fri - remote, Tues - Thurs onsite in Rancho Cucamonga, CA.)