The Director of Onboarding & Talent Acquisition Operations will lead and optimize our end-to-end talent acquisition processes, with a strong focus on employer branding, onboarding excellence, compliance, and early-career talent programs. This includes leading the onboarding process for the company by
coordinating and managing the coordination of the electronic onboarding process. This includes partnership with multiple vendors to schedule drug tests, background checks, coordinating completion of the I-9 and monitoring the processes to completion. This position also provides information and answers
questions from candidates, teammates, and management to facilitate the onboarding processes and completion of required employment documents. This role will partner closely with HR leadership, recruiters, and business stakeholders to enhance the candidate experience, ensure regulatory adherence, and support organizational growth through effective talent strategies.
Essential Duties and Responsibilities
• Consistently exhibits behavior and communication skills that demonstrate the Orange Book culture and our commitment to superior respect, skills, and being welcoming.
• Builds, designs and makes recommendations related to expanding this function and building a team to manage the nation-wide centralized onboarding department, consistently looks for
process improvements and greater efficiencies.
• Ensures the onboarding process meets all requirements and adheres to all employment laws, and conducts audits as needed.
• Provides prompt customer services to internal contacts, as well as candidates, to ensure an outstanding onboarding experience. This includes, but is not limited to, answering telephone calls and emails from candidates, teammates, and managers regarding new hire processes, paperwork requirements, and background checks; answering questions related to onboarding policies and establishes and maintains positive working relationships with management and internal and external customers.
• Identifies potential onboarding issues or concerns; researches, provides clarification, and facilitates problem resolution.
• Notifies management and/or departments regarding onboarding process issues; collaborates and advises as appropriate and escalates non-compliance issues and concerns.
• Serves as liaison between Select and third-party vendors regarding background clearance processes and drug testing; coordinates requests, answers questions, monitors and receives results.
• Assist with the documentation scalable, efficient onboarding processes and technologies across the organization.
• Establish and monitor recruiting metrics, dashboards, and KPls to ensure operational excellence and continuous improvement in partnership with the Talent Acquisition VP and Leadership team.
• Partner with HRIS and IT teams to optimize applicant tracking systems and other recruitment platforms.
Employee Onboarding:
• Oversee and continuously improve the new hire onboarding process to deliver a consistent, engaging, and compliant experience across all departments and locations.
• Collaborate with HR, hiring managers, and training teams to align onboarding content with Concentra's culture and values.
• Implement feedback mechanisms to measure onboarding effectiveness and impact on retention and engagement.
Hiring Compliance and Hiring Policy Management:
• Ensure talent acquisition and onboarding practices are compliant with federal, state, and local employment laws and healthcare regulations.
• Maintain documentation and audit readiness for internal reviews and external audits.
• Develop and deliver training to hiring managers and recruiters on compliance best practices.
Employer Branding and Social Media:
• Develop and execute social media strategies that strengthen Concentra's employer brand and attract high-quality candidates.
• Collaborate with Marketing and Communications to create compelling recruitment campaigns, digital content, and employee storytelling.
• Manage Concentra's presence on career sites (e.g., LinkedIn, Glassdoor, Indeed) and monitor employer reputation.
Student and Early-Career Talent Programs:
• Design and manage internship, residency, fellowship, and rotational programs to attract early-career talent into clinical and non-clinical roles.
• Build partnerships with universities, technical schools, and industry organizations to build a diverse pipeline.
• Monitor program effectiveness and drive continuous improvement based on participant and stakeholder feedback.
Talent Support & Stakeholder Collaboration:
• Provide strategic and tactical support to Talent Acquisition teams and HR business partners across the organization.
• Serve as a trusted advisor to leadership on workforce planning, talent pipelines, and recruiting strategies.
• Champion a culture of inclusion, innovation, and excellence in all talent initiatives.
Education Level:
• Bachelor’s degree from an accredited college or university or equivalent education and experience
• In lieu of higher education, the ratio is 1:1 meaning one year of college equals one year of work experience and vice-versa
Certifications and/or Licenses:
• HR certification (e.g., PHR, SPHR) preferred.
Customarily has at least the following experience:
• Customarily has at least seven (7) years of Human Resources experience in recruitment & onboarding, employee relations, benefits and/or employment compliance for a scalable organization preferred with at least a minimum of three (3) years of leadership experience preferred
This job requires access to confidential and critical information, requiring ongoing discretion and secure information management. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation. Concentra is an Equal Opportunity Employer, including disability/veteran