AVP, Workforce Planning & Onboarding
Apply NowCompany: MPH Acquisition Holdings LLC
Location: New York, NY 10025
Description:
Job Description
JOB SUMMARY: This role is responsible for leading our talent acquisition, talent management, and onboarding processes. The incumbent is a visionary leader with a proven track record in talent strategy and execution, capable of driving our organization's workforce planning initiatives to support our long-term business objectives. Additionally, the incumbent builds and leads strategic initiatives, matures the team by developing others, and gets into the weeds when the need arises as a player coach. This is a people manager role, managing both individual contributors and other people managers. Will develop strategic workforce plans to ensure MultiPlan has the talent we need to achieve our business objectives, providing Talent data and insights to business leaders, and ensuring effective management of headcount. The goal is to enable the organization to be nimble and execute its priorities by having the right mix of resources while ensuring appropriate governance. Leadership is essential in this role given the high caliber Talent team that is in place today. Guiding and mentoring the team, fostering a culture of excellence and continuous improvement are critical.
JOB RESPONSIBILITIES:
Talent Acquisition
1. Work with senior leaders to forecast headcount and create workforce plans that align with the company's business objectives and growth projections.
2. Design, develop and execute the enterprise talent acquisition strategy and service delivery model focused on optimizing the candidate experience and increasing organizational capacity and capability.
3. Provide subject matter expertise and process ownership for end-to-end talent acquisition processes including the following: position planning; requisitioning; sourcing; screening; selection; decision, offer, acceptance; post-offer and pre-hire; and day 1 new hire orientation.
4. Proactively monitor labor and industry trends and data and incorporate into workforce plan alternatives.
5. Use knowledge of best practices to measure and communicate effectiveness of workforce plans - creating metrics and dashboards to share with key stakeholders.
6. Build scalable models for sourcing and recruiting for both high quality and high volume that enables client focus and service at scale and delivers a high-quality candidate and hiring manager experience.
7. Lead, manage, and motivate the talent acquisition team to set priorities/KPIs, assign accountabilities, create a culture of accountability and performance through operational efficiencies and assessing and enhancing ongoing performance.
8. Ensure all stakeholders receive training and are competent to carry out their specific recruitment activities.
9. Partner with marketing and communications to develop career page/external website, candidate communications and attraction strategy that includes multiple channels.
10. Partner with the compensation team to maintain the job architecture construct and salary ranges.
11. Responsible for understanding and maintaining job specific certifications/licensing requirements.
12. Develop an external agency/vendor partnership strategy that strategically supports the business.
13. Manage relationships with external vendors for recruitment advertising including but not limited to digital marketing, social media platforms, and career fair participation.
14. Perform and lead regular system audits to ensure recruitment process is automated and streamlined within the applicant tracking system.
15. Develop and maintain consistent assessment criteria that align with MultiPlan Values and Competencies
16. Expand and create a robust campus recruiting and internship strategy to create a sustained pipeline of talent. Develop relationships with industry associations, schools, tradeshows, and other connections to increase brand recognition with job seekers.
Talent Management
17. Expand the business partner model to provide regular, executive-level HC reporting, including data-driven trends, observations, and forecasts of future volume.
18. Integrate workforce planning efforts with other key business processes, such as Multi-Year Planning and Talent Reviews/Planning.
19. Evolve strategy around data access and automation to ensure stakeholders have appropriate, efficient access to Talent data. Ensure appropriate tools to provide Talent reporting dashboards and customized analytics.
20. Foster a positive work environment by promoting effective communication and resolving employee issues promptly.
21. Ensure compliance with labor laws and regulations, and manage employee relations matters such as grievances, disciplinary actions, and conflict resolution by creating repeatable and consistent processes.
22. Provide guidance and support to managers and employees on employee relationships issues, ensuring fair and consistent application of policies.
23. Develop, update, and enforce Talent policies and procedures in alignment with company goals and legal requirements and ensure that Talent policies are communicated effectively and understood by all employees.
24. Accountable for corrective action processes and management of lower performers to ensure effective governance of processes and ensure the company maintains an appropriate level of performance.
25. Ownership of employee immigration processes and strategies that support a positive employee experience and align with the company's talent strategy.
26. Responsible for providing appropriate data and information in response to business RFP requests and any other external requests.
Onboarding/Offboarding
27. Oversee and continuously improve the onboarding process to ensure a smooth and effective transition for new hires (to include integrations), by developing programs that effectively integrate into the company culture and provide necessary training.
28. Create a tiered approach, based on level/role to ensure an appropriately differentiated onboarding experience for new employees.
29. Work with cross-functional teams to ensure new hires receive the necessary training, resources, and support.
30. Develop onboarding materials, including handbooks, training manuals, and welcome packages.
31. Monitor and assess new hire performance and satisfaction during the onboarding period.
32. Accountable for employee offboarding processes and experiences; includes strategies for transitioning to alternative work arrangements (e.g., part-time, consultant, etc.).
33. Select, develop, and evaluate staff to ensure the efficient operation of department.
34. Collaborate, coordinate, and communicate across disciplines and departments.
35. Ensure compliance with HIPAA regulations and requirements.
36. Demonstrate commitment to the Company's core values.
37. Please note due to the exposure of PHI sensitive data -- this role is considered to be a High Risk Role.
38. The position responsibilities outlined above are in no way to be construed as all encompassing. Other duties, responsibilities, and qualifications may be required and/or assigned as necessary
JOB SCOPE: The incumbent manages an operational budget, leads and motivates staff and uses independent judgment to identify issues, trends and problems. Recommends action plans, evaluate results and presents to management in a timely manner. Work is varied and complex requiring the incumbent to use a broad range of knowledge gained through extensive experience. The incumbent works with internal and external sources to complete objectives, keeping the needs of customers as a priority when making decisions and taking action. This is a people management job with authority for all HR actions (hiring, firing, discipline, and training).
Requirements
JOB REQUIREMENTS:
* Minimum Bachelor's Degree.
* 10+ years of progressive experience in talent management, organizational development, and leadership development roles, with at least 5 years in a senior leadership position.
* Program/Project Management experience preferred.
* Strong written communication / business writing skills, strong executive presence with great attention to details and excellent interpersonal skills.
* Solid analytical and problem-solving skills; prior financial budget and forecasting experience preferred.
* Ability to execute multiple concurrent deliverables with sense of urgency.
* Proficiency in the use of Microsoft Office tools.
* Proven track record of designing and implementing successful talent management and organizational development strategies in a corporate or organizational setting.
* Strong leadership and influencing skills, with the ability to engage and align stakeholders at all levels of the organization.
* Strategic mindset with the ability to translate business goals into actionable talent strategies and initiatives.
* Excellent communication, interpersonal, and relationship-building skills, with the ability to inspire and lead high-performing teams.
* Experience driving change management initiatives and fostering a culture of continuous improvement and innovation.
Key Competencies
* Business Focus: Ability to build strong relationships and deliver business centric solutions.
* Data-Driven: Understands data, the importance of analytics and leads with making data-driven decisions.
* Optimizes Work Processes: Knows the most effective and efficient processes to get things done, with a focus on continuous improvement.
* Collaborates: Builds partnerships and works collaboratively with others to meet shared objectives.
* Resourcefulness: Secures and deploys resources effectively and efficiently.
* Manages Complexity: Makes sense of complex, high quality, and sometimes contradictory information to effectively solve problems.
* Ensures Accountability: Holds self and other accountable to meet commitment.
* Communicates Effectively: Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences.
Travel Requirements
* This position requires the incumbent to travel for work 20% of the time.
As an Equal Opportunity Employer, the Company will provide equal consideration to all employees and job candidates without regard to sex, age, race, marital status, sexual orientation, religion, national origin, citizenship status, physical or mental disability, political affiliation, service in the Armed Forces of the United States, or any other characteristic protected by federal, state, or local law.
JOB SUMMARY: This role is responsible for leading our talent acquisition, talent management, and onboarding processes. The incumbent is a visionary leader with a proven track record in talent strategy and execution, capable of driving our organization's workforce planning initiatives to support our long-term business objectives. Additionally, the incumbent builds and leads strategic initiatives, matures the team by developing others, and gets into the weeds when the need arises as a player coach. This is a people manager role, managing both individual contributors and other people managers. Will develop strategic workforce plans to ensure MultiPlan has the talent we need to achieve our business objectives, providing Talent data and insights to business leaders, and ensuring effective management of headcount. The goal is to enable the organization to be nimble and execute its priorities by having the right mix of resources while ensuring appropriate governance. Leadership is essential in this role given the high caliber Talent team that is in place today. Guiding and mentoring the team, fostering a culture of excellence and continuous improvement are critical.
JOB RESPONSIBILITIES:
Talent Acquisition
1. Work with senior leaders to forecast headcount and create workforce plans that align with the company's business objectives and growth projections.
2. Design, develop and execute the enterprise talent acquisition strategy and service delivery model focused on optimizing the candidate experience and increasing organizational capacity and capability.
3. Provide subject matter expertise and process ownership for end-to-end talent acquisition processes including the following: position planning; requisitioning; sourcing; screening; selection; decision, offer, acceptance; post-offer and pre-hire; and day 1 new hire orientation.
4. Proactively monitor labor and industry trends and data and incorporate into workforce plan alternatives.
5. Use knowledge of best practices to measure and communicate effectiveness of workforce plans - creating metrics and dashboards to share with key stakeholders.
6. Build scalable models for sourcing and recruiting for both high quality and high volume that enables client focus and service at scale and delivers a high-quality candidate and hiring manager experience.
7. Lead, manage, and motivate the talent acquisition team to set priorities/KPIs, assign accountabilities, create a culture of accountability and performance through operational efficiencies and assessing and enhancing ongoing performance.
8. Ensure all stakeholders receive training and are competent to carry out their specific recruitment activities.
9. Partner with marketing and communications to develop career page/external website, candidate communications and attraction strategy that includes multiple channels.
10. Partner with the compensation team to maintain the job architecture construct and salary ranges.
11. Responsible for understanding and maintaining job specific certifications/licensing requirements.
12. Develop an external agency/vendor partnership strategy that strategically supports the business.
13. Manage relationships with external vendors for recruitment advertising including but not limited to digital marketing, social media platforms, and career fair participation.
14. Perform and lead regular system audits to ensure recruitment process is automated and streamlined within the applicant tracking system.
15. Develop and maintain consistent assessment criteria that align with MultiPlan Values and Competencies
16. Expand and create a robust campus recruiting and internship strategy to create a sustained pipeline of talent. Develop relationships with industry associations, schools, tradeshows, and other connections to increase brand recognition with job seekers.
Talent Management
17. Expand the business partner model to provide regular, executive-level HC reporting, including data-driven trends, observations, and forecasts of future volume.
18. Integrate workforce planning efforts with other key business processes, such as Multi-Year Planning and Talent Reviews/Planning.
19. Evolve strategy around data access and automation to ensure stakeholders have appropriate, efficient access to Talent data. Ensure appropriate tools to provide Talent reporting dashboards and customized analytics.
20. Foster a positive work environment by promoting effective communication and resolving employee issues promptly.
21. Ensure compliance with labor laws and regulations, and manage employee relations matters such as grievances, disciplinary actions, and conflict resolution by creating repeatable and consistent processes.
22. Provide guidance and support to managers and employees on employee relationships issues, ensuring fair and consistent application of policies.
23. Develop, update, and enforce Talent policies and procedures in alignment with company goals and legal requirements and ensure that Talent policies are communicated effectively and understood by all employees.
24. Accountable for corrective action processes and management of lower performers to ensure effective governance of processes and ensure the company maintains an appropriate level of performance.
25. Ownership of employee immigration processes and strategies that support a positive employee experience and align with the company's talent strategy.
26. Responsible for providing appropriate data and information in response to business RFP requests and any other external requests.
Onboarding/Offboarding
27. Oversee and continuously improve the onboarding process to ensure a smooth and effective transition for new hires (to include integrations), by developing programs that effectively integrate into the company culture and provide necessary training.
28. Create a tiered approach, based on level/role to ensure an appropriately differentiated onboarding experience for new employees.
29. Work with cross-functional teams to ensure new hires receive the necessary training, resources, and support.
30. Develop onboarding materials, including handbooks, training manuals, and welcome packages.
31. Monitor and assess new hire performance and satisfaction during the onboarding period.
32. Accountable for employee offboarding processes and experiences; includes strategies for transitioning to alternative work arrangements (e.g., part-time, consultant, etc.).
33. Select, develop, and evaluate staff to ensure the efficient operation of department.
34. Collaborate, coordinate, and communicate across disciplines and departments.
35. Ensure compliance with HIPAA regulations and requirements.
36. Demonstrate commitment to the Company's core values.
37. Please note due to the exposure of PHI sensitive data -- this role is considered to be a High Risk Role.
38. The position responsibilities outlined above are in no way to be construed as all encompassing. Other duties, responsibilities, and qualifications may be required and/or assigned as necessary
JOB SCOPE: The incumbent manages an operational budget, leads and motivates staff and uses independent judgment to identify issues, trends and problems. Recommends action plans, evaluate results and presents to management in a timely manner. Work is varied and complex requiring the incumbent to use a broad range of knowledge gained through extensive experience. The incumbent works with internal and external sources to complete objectives, keeping the needs of customers as a priority when making decisions and taking action. This is a people management job with authority for all HR actions (hiring, firing, discipline, and training).
Requirements
JOB REQUIREMENTS:
* Minimum Bachelor's Degree.
* 10+ years of progressive experience in talent management, organizational development, and leadership development roles, with at least 5 years in a senior leadership position.
* Program/Project Management experience preferred.
* Strong written communication / business writing skills, strong executive presence with great attention to details and excellent interpersonal skills.
* Solid analytical and problem-solving skills; prior financial budget and forecasting experience preferred.
* Ability to execute multiple concurrent deliverables with sense of urgency.
* Proficiency in the use of Microsoft Office tools.
* Proven track record of designing and implementing successful talent management and organizational development strategies in a corporate or organizational setting.
* Strong leadership and influencing skills, with the ability to engage and align stakeholders at all levels of the organization.
* Strategic mindset with the ability to translate business goals into actionable talent strategies and initiatives.
* Excellent communication, interpersonal, and relationship-building skills, with the ability to inspire and lead high-performing teams.
* Experience driving change management initiatives and fostering a culture of continuous improvement and innovation.
Key Competencies
* Business Focus: Ability to build strong relationships and deliver business centric solutions.
* Data-Driven: Understands data, the importance of analytics and leads with making data-driven decisions.
* Optimizes Work Processes: Knows the most effective and efficient processes to get things done, with a focus on continuous improvement.
* Collaborates: Builds partnerships and works collaboratively with others to meet shared objectives.
* Resourcefulness: Secures and deploys resources effectively and efficiently.
* Manages Complexity: Makes sense of complex, high quality, and sometimes contradictory information to effectively solve problems.
* Ensures Accountability: Holds self and other accountable to meet commitment.
* Communicates Effectively: Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences.
Travel Requirements
* This position requires the incumbent to travel for work 20% of the time.
As an Equal Opportunity Employer, the Company will provide equal consideration to all employees and job candidates without regard to sex, age, race, marital status, sexual orientation, religion, national origin, citizenship status, physical or mental disability, political affiliation, service in the Armed Forces of the United States, or any other characteristic protected by federal, state, or local law.