Healthcare Recruiter; Mandarin Speaking

The Licensed Behavior Analyst (LBA) Recruiter is a specialized Human Resources professional responsible for sourcing, recruiting, and hiring qualified Licensed Behavior Analysts to support ABA therapy service delivery. This role goes beyond traditional recruitment; the LBA Recruiter serves as the primary HR partner, managing the full LBA lifecycle, from initial sourcing through credentialing, facilitation of Medicaid partnerships, and ongoing accreditation maintenance.

The LBA Recruiter works closely with BCBAs seeking LBA licensure, guides them through the accreditation process in partnership with LTE Care Plus, and ensures that all active LBAs maintain current credentials and Medicaid enrollment. This role requires a strong understanding of ABA licensure requirements in New York, Medicaid provider enrollment processes, and HRIS administration. The LBA Recruiter reports directly to the HR Director.

• Develop and execute targeted sourcing strategies to identify and attract qualified Licensed Behavior Analysts across NYC, Long Island, and Westchester County
• Post and manage LBA job listings across relevant professional platforms, ABA networks, university partnerships, and licensure boards
• Conduct initial outreach and screening calls to assess candidate qualifications, licensure status, and availability
• Coordinate and facilitate the interview process in collaboration with the HR Director and clinical leadership
• Extend offers and manage pre-hire documentation in accordance with LTE Care Plus HR policies
• Maintain an active and sufficient LBA candidate pipeline to meet organizational service delivery needs without a gap

• Serve as the primary HR point of contact for BCBAs pursuing LBA licensure in New York State
• Guide BCBA candidates through the LBA application and licensure process, including required documentation, application submission, and timeline expectations
• Coordinate with the HR Director and clinical leadership to structure the organizational support provides to BCBAs seeking LBA accreditation
• Track each BCBA's accreditation progress and maintain documentation of all steps completed
• Ensure LBAs-in-process are not assigned to billable clinical roles until full licensure is confirmed

• Facilitate the Medicaid provider enrollment process for all incoming LBAs in partnership
• Collect and submit all required documentation for Medicaid enrollment on behalf of newly hired LBAs
• Track enrollment application status and follow up with Medicaid authorities or the LBA as needed to resolve delays
• Maintain a complete record of each LBA's Medicaid enrollment status, effective dates, and provider identification numbers in the HRIS
• Communicate enrollment timelines clearly to clinical operations to prevent unauthorized service delivery before enrollment confirmation
• Escalate any enrollment denials, revalidations, or compliance issues to the HR Director immediately

• Maintain a master tracking system for all active LBA license expiration dates, Medicaid revalidation deadlines, and continuing education requirements
• Send proactive renewal reminder communications to all LBAs no less than 90 days before any credential expiration
• Follow up with LBAs who do not respond to renewal reminders and escape to the HR Director if expiration risk remains unresolved
• Remove or flag any LBA with a lapsed credential from active clinical assignment status immediately and notify the HR Director and operations team
• Ensure zero active LBAs hold expired credentials at any point, maintain 100% compliance across the LBA workforce
• Maintain organized and audit-ready credentialing files for every LBA in the HRIS

• Enter all LBA new hire information into the HRIS on the same business day as hire confirmation
• Update LBA records at each credentialing milestone, including LBA licensure confirmation, Medicaid enrollment, and credential renewals
• Ensure all HRIS records are complete, accurate, and reflect the current status of each LBA's employment and credentialing
• Run HRIS reports on LBA headcount, credential status, and pipeline metrics as requested by the HR Director
• Identify and correct any data discrepancies in LBA records promptly

• Complete additional tasks and special projects as assigned by the HR Director
• Support HR operations during audits, regulatory reviews, or compliance initiatives…