VP Talent Acquisition

Note: This is a remote opportunity  

Join ProCare HR as our VP of Talent Acquisition!

At Procare HR, we're on a mission to transform workforce outcomes for care providers through our industry-focused HR services model. We offer comprehensive HR services, including payroll processing, benefits administration, workers compensation management, and general HR support. Our core values drive our culture, emphasizing positivity, curiosity, accountability, gratitude, and growth. 

Why choose Procare HR?

• Salary range is $175,000-$185,000/yr | Credit given for experience 

• Great Benefits Available!

Your Impact:  The primary purpose of the VP, Talent Acquisition position, is to lead the Procare TA and TA+ functions and people to ensure quality outcomes and service for the clients.  Lead teams that focus on recruitment efforts that require high volume and speed as key drivers to deliver qualified applicants to the client team to make solid hiring decisions and fill open positions quickly.  Lead and support “white glove” TA+ model that focuses on hunting talent and then, conducting a deeper evaluation to land the best.  With managers and directors, manage all recruitment tasks while leveraging team expertise to continually innovate ensuring solid market presence and outcomes. This is a fast-paced, high intensity position that requires “running shoes” to deliver outstanding results.  What You'll Contribute:   Leadership & Team Accountability  

• Support team members with eye towards problem-solving and innovation while training and empowering Manager and Directors to make decisions that align with company values and initiatives 

• Ensure strong accountability with team members to meet performance metrics and exceed client expectations 

• Ability to have tough conversations, when needed, and elevate and train team members seeking career growth opportunities 

• Set, monitor, and report financial results of the team to align with Procare and/or client budget needs 

• Personnel Management including recruitment and hiring, payroll management, performance management, and career development 

• Participate in team meetings, occasionally, to ensure positive culture  

• Train new employees to standards set-forth by the team and specific job description  

• Lead all new client implementation including initial discovery, SOP build, tech build, and tool development 

• Complete client onboarding prior to “go live” to ensure understanding and alignment  

• Set-up and support new client check-in meetings until first 60-days are complete; after operating rhythm is set, spot check meetings (without notice) to ensure quality every 90-days 

• Lead by example in “We Show Up” and accountability to same day business responses 

• Client needs come first with commitment to solving barriers with innovative solutions; no excuses for failed outcomes  

• Go above and beyond what the client requests  

• All written and spoken communication must be thoughtful, thorough, and with 100% attention to customer service comes first  

• Host the TA and TA+ client regular meeting cadence to assure alignment with needs, recruitment team accountability, and positive outcomes for client 

• Partner with Labor Management, HR, and CSM to create seamless experience for clients  

• Review reports and share results with clients at Executive level 

• Analyze results and seek opportunities for improvement; staleness does not win in recruitment, innovation does 

• Lead marketing plan for clients and update as needed. 

• Push the envelope for innovation and creativity. 

• Generate new ideas for process improvement, refinement, sourcing, social media, and technology 

• Cover for open roles and hard to fill positions to assist as needed 

• Develop contingency plans for high-turnover periods or seasonal recruitment spikes. 

• Conduct regular talent market analysis to identify high-potential candidates and trends in high-demand skills, especially for hard-to-fill and leadership roles. 

• Bachelor’s Degree in HR or related field required
• Master’s Degree in HR or related field preferred

• A minimum of five years of experience in recruitment and talent acquisition required

• Experience in leading a TA team and building corresponding SOPs required

• Experience in long-term care operations required

• Client revenue loss =

• Client to fill open position

• Annual internal TA turnover

• % of open client positions to total SWE

• 100% alignment with core values 

• Demonstrate grit in daily work  

• Decision making skills align with company objectives  

• Communication standards exceeds expectations 

Benefits

• Health insurance with company paid premium for employee only coverage 

• FSA and HSA options available  

• Company paid dental insurance for employee only coverage 

• Company paid life insurance 

• Company paid short- and long-term disability insurance 

• A 401K plan with company match and safe harbor contribution 

• Paid Time Off 

• Additional ancillary benefits including Vision, Critical Illness, Voluntary Life/AD&D, and Accident