Executive Talent Acquisition Sourcing Consultant

SHIFT:

Seeking Breakthrough Makers

Children's Hospital of Philadelphia (CHOP) offers countless ways to change lives. Our diverse community of more than 20,000 Breakthrough Makers will inspire you to pursue passions, develop expertise, and drive innovation.

At CHOP, your experience is valued; your voice is heard; and your contributions make a difference for patients and families. Join us as we build on our promise to advance pediatric care-and your career.

CHOP's Commitment to Diversity, Equity, and Inclusion

CHOP is committed to building an inclusive culture where employees feel a sense of belonging, connection, and community within their workplace. We are a team dedicated to fostering an environment that allows for all to be their authentic selves. We are focused on attracting, cultivating, and retaining diverse talent who can help us deliver on our mission to be a world leader in the advancement of healthcare for children.

We strongly encourage all candidates of diverse backgrounds and lived experiences to apply.

A Brief Overview
The Executive Sourcing Consultant is responsible for proactively identifying and engaging top-tier executive and senior-level talent to meet the enterprise's current and future staffing needs. This role requires a strategic thinker, a skilled communicator, and someone who is passionate about building relationships with a proven track record of filling high-level positions.

What you will do

• Collaborate and lead conversations with CHOP leaders to understand executive and senior-level hiring needs and develop tailored sourcing strategies.
• Talent Sourcing: Proactively identify and attract top-tier candidates through various channels and diverse backgrounds, including passive sourcing and outreach to meet current and future staffing needs.
• Market Analysis: Stay informed about industry trends, labor market conditions, and competitor practices to ensure effective sourcing strategies. Advise teams on strategies and findings.
• Sourcing Methods: Utilize efficient and cost-effective sourcing methods and tools to build a robust talent pool not exclusively, but including social media, professional networking groups, employee resource groups, alumni networks, industry associations, networking events, and partnering with the internal mobility manager. Source and identify high-caliber candidates using diverse tools and channels.
• Relationship Building: Foster strong external relationships with potential candidates, academic institutions, and professional associations. Collaborate with internal teams within marketing, talent acquisition, and internal mobility. Lead executive sourcing, including strategy calls, and lead/candidate engagement.
• Candidate Evaluation: Screen and assess candidates for qualifications, interest, and cultural add, referring them to recruiters as appropriate.
• Innovation: Contribute to continuous improvement initiatives by suggesting innovative recruiting strategies and processes. Build, nurture and strategize a robust executive talent pool for current and future needs through research of the labor market, conditions, competition practices, and determine leads that would be a viable fit.
• Platform Usage: Utilize Workday (ATS) and Phenom People (CRM) to manage the sourcing process. Report on sourcing metrics and use data to inform future strategies.
• Candidate Labor Market Intelligence: Conduct market research to establish equitable salary, hours, benefits, etc. that align with industry standards and attract top talent from diverse backgrounds. Build, enhance and maintain relationships with diversity, equity & inclusion organizations to increase brand awareness and source talent.
• Business Knowledge: Develop a deep understanding of the business areas supported to effectively identify and attract suitable candidates.
• Relationship Building: Build and maintain strong relationships with internal and external stakeholders, providing exceptional customer service throughout the recruitment process. Collaborate with CHOP leaders to understand executive and senior-level hiring needs and develop tailored sourcing strategies. Partner with HR to align sourcing with workforce planning and talent management.
• Talent Acquisition: Leverage proactive sourcing, technology, and external partnerships to maintain a robust talent pool. Bi-weekly reporting sent or discussed with stakeholders outlining diverse forms of outreach through social media, workshops, career fairs, campaigns through paid platforms, conference outreach, information sessions, employee resource group outreach, and information on monthly job audits to measure performance.
• In conjunction with the Executive Talent Acquisition Consultant, meet with the HRBP to discuss internal mobility and projected areas of need.
• Attend onsite meetings with CHOP leaders and support tours, information sessions, and events in conjunction with the Executive Talent Acquisition Consultant.

Education Qualifications

• High School Diploma / GED Required

Experience Qualifications

• At least five (5) years executive recruitment/sourcing Required

Skills and Abilities

• Strong understanding of executive-level roles, organizational structures, and market trends (Required proficiency)
• Proven success in placing executive and senior-level leaders (Required proficiency)
• Exceptional communication and interpersonal skills (Required proficiency)
• Proficiency with ATS, CRM, and sourcing platforms (Required proficiency)
• Ability to manage multiple priorities in a fast-paced environment (Required proficiency)
• Strong analytical and problem-solving skills with a data-driven approach (Required proficiency)

To carry out its mission, CHOP is committed to supporting the health of our patients, families, workforce, and global community. As a condition of employment, CHOP employees who work in patient care buildings or who have patient facing responsibilities must be fully vaccinated against COVID-19 and receive an annual influenza vaccine. Learn more.

Employees may request exemptions for valid religious and medical reasons. Start dates may be delayed until candidates are immunized or exemption requests are reviewed.

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