Talent Partner

East Boston Neighborhood Health Center Corporation•Revere, MA

1d•$64,480 - $99,840•Onsite

About The Position

As one of the largest community health centers in the country, NeighborHealth is proud to serve the greater Boston area with a strong commitment to the health and well-being of our patients and communities. Whether you're a nurse or physician providing direct care, a manager leading dedicated teams, or part of the essential support staff who keep our operations running smoothly — every role at NeighborHealth is vital. Together, we’re advancing medicine and delivering the best care experience for our patients and community! Practices and resources to meet the evolving staffing needs of NeighborHealth. This role leads workforce planning efforts, drives recruitment and retention strategies, and supports organizational design initiatives that position the organization for sustainable growth and long-term success. You will lead full-cycle recruitment efforts, handling highly sensitive and confidential employee and organizational information with discretion and integrity. You will develop and execute proactive recruitment strategies using diverse sourcing channels, including job fairs, community partnerships, academic institutions, advertising, and referral networks, to attract top talent and build long-term talent pipelines. You will partner closely with HR leadership on workforce planning initiatives, market compensation analysis, recruitment reporting, and vendor relationship management. Additionally, you will support onboarding logistics, benefits discussions, and orientation scheduling, including TJC requirements, while contributing to the training and mentoring of new Talent Partners.

Requirements

Bachelor's Degree and/or relevant Human Resources experience required.
Minimum of 4 to 5 years’ talent acquisition experience required, full-life cycle experience strongly preferred.
Minimum of 2 years’ healthcare-related talent acquisition experience required.
Strong interpersonal and communication skills, with the ability to build rapport across diverse teams.
Exceptional problem-solving and conflict-resolution abilities.
Ability to handle sensitive and confidential matters with professionalism and discretion.
Proficiency in Microsoft Office Suite.
The ability to work in a fast-paced environment.

Responsibilities

Talent Acquisition Develop and implement innovative, mission-driven recruitment strategies to attract high-quality candidates for both clinical (Nurses, medical assistants, behavioral health, dental, etc.) and non-clinical (administrative, operations, finance, IT etc.) roles.
Manage the full-cycle recruitment process, including workforce planning consultations, sourcing, screening, interviewing, offer negotiation, pre-employment compliance, and onboarding coordination.
Build and maintain strategic partnerships with local schools, universities, residency programs, and professional associations to strengthen clinical pipelines and community-based hiring initiatives.
Partner closely with hiring managers and department leaders to understand staffing models, productivity expectations, grant-funded roles, and patient care needs to ensure alignment with operational and organizational goals.
Monitor recruitment metrics (time-to-fill, source effectiveness, candidate experience, retention trends) and provide data-informed recommendations to leadership.
Onboarding & Offboarding Coordinate and support a seamless onboarding experience in collaboration with the HR Onboarding Coordinator and HR Compliance Coordinator, ensuring new hires complete credentialing, compliance training (HIPAA, OSHA, etc.), system access, and orientation to NeighborHealth’s patient-centered care model.
Partner with HR Business Partners and department leadership to facilitate structured offboarding processes, including exit interviews, compliance documentation, and transition planning to ensure continuity of care and operations.
Analyze exit data to identify retention risks and workforce trends, providing actionable feedback to leadership.
Maintain accurate documentation and employee records in alignment with regulatory requirements for healthcare organizations, including licensure and credential tracking where applicable.
Support implementation, optimization, and ongoing maintenance of HRIS, applicant tracking systems, and onboarding platforms to improve efficiency and reporting capabilities.
Talent Strategy Analyze workforce trends including turnover, retention, vacancy rates, and clinical staffing capacity to inform proactive workforce planning and long-term talent strategy.
Support succession planning efforts for key clinical and operational leadership roles to ensure organizational sustainability and continuity of care.
Collaborate with executive leadership to align talent initiatives with NeighborHealth’s strategic plan, growth initiatives, and community health objectives.
Utilize data-driven insights to enhance employee engagement, improve retention, and strengthen overall workforce effectiveness.
Contribute to organizational design discussions, change management initiatives, and process improvements that improve team effectiveness and employee experience.
Compensation Develop and configure competitive and equitable offer packages based on years of experience, internal equity, grade structures, and relevant market benchmarks.
Partner with HR Business Partners, CHRO, and Finance to ensure compensation practices align with budgetary guidelines and organizational pay structures.
Culture & Engagement Promote and model a workplace culture aligned with NeighborHealth’s mission and commitment to high-quality patient care.
Support initiatives that enhance employee engagement, wellness, recognition, and team collaboration across clinical and non-clinical departments.
Participate in and contribute to HR Corner and other internal communication platforms to reinforce organizational priorities and transparency.
Partner with leadership to address employee relations matters proactively, reinforcing accountability, professionalism, and respect that impact Talent Acquisition with the appropriate HR Business Partner.