Recruiting and Onboarding Liaison - Development; FTE

Overview of People Development

People Development oversees the Employee and Provider Experience Journey, including sourcing and acquisition of employee and provider talent;
New Employee Orientation (NEO) and onboarding; employee relations; learning and development; career pathing; performance feedback; leadership development; and succession management. Professional staff in the department provide expert guidance to employees across SPH in these critical areas. People Development is a critical function that aligns to the People Development Senior Director and Chief People and Communications Officer.

• People – creating a meaningful and engaging experience for employees and providers throughout the employee journey, modeling communication and interactions that embody SPH values of respect, dignity and loving‑kindness.
• Process – continually seeking ways to improve processes to attract, retain and engage team members, and building a culture of improvement, coaching and learning so that every team member can realize his or her full potential in serving patients and community members.
• Technology – proactively scanning for solutions that enable simplification, standardization and automation of routine tasks while maintaining a high level of service and personalization.

Professionals in People Services collaborate within their department, with People Development, People Operations, People Health and Wellness, and People Engagement and Communications, and across the organization to align with St. Peter’s vision for being the gold standard for health care in Montana.

• Talent Acquisition Support – Concierge Services
• Provides a warm welcome from St. Peter’s Health to the community by anticipating needs, paving the pathway to the correct connection points, links to company resources, and third‑party websites, and following up with details and resources for pre‑employment inquiries via in‑person, email or phone contacts.
• Displays attributes of respect, caring and loving kindness during the pre‑employment period, proactively providing information and paperwork, facilitating community and organizational connections, and sharing resources within the community and the organization, to volunteers, students, new employees, new providers, and their families.
• May assist with pre‑screening of applicants to a variety of posted positions.
• Coordinates completion of background screening, drug testing and capturing of required licensure and certification documentation as required by job description.
• Assists with electronic and in‑person meeting coordination to include scheduling, inviting, booking travel, arranging follow‑up and facilitating connection to resources.
• Guides leaders, employees and providers to connections of desired resources for new candidate and new hire connections.
• New Employee Orientation/Onboarding
• Creates a welcoming and kind environment and proactively responds to support the needs of leaders and employees by answering questions or connecting to experts.
• Performs and manages transactional and learning documents in a timely manner for onboarding and off‑boarding processes within multiple electronic platforms, such as Microsoft Excel, Microsoft Word, Power Point, the electronic health record, the learning management system and human resources information systems.
• Provides input, insight and creative feedback in the development of pamphlets, flyers, certificates, email instructions and marketing and recruiting resource materials, tools and packets.
• Supports requirements for daily, weekly and monthly reporting and follow‑up for leaders, providers, tracking spreadsheets and lists for data.
• Facilitates connections between new candidates and People Services, People Operations, People Health and Wellness.
• Other – May participate in a variety of multidisciplinary, cross‑functional teams to assure highly effective outcomes. This individual strives to continuously develop own capabilities and to maintain knowledge of national trends in his or her domain of expertise.

• Experience: Two or more years’ experience in a customer‑facing office setting required. One or more years’ experience working with recruiting or human resources processes preferred.
• Education: An HR‑related associate’s degree or a bachelor’s degree preferred and/or equivalent experience preferred.
• Certification: None required.