Talent Acquisition and Retention Lead

Come grow with us! Medrina has been voted one of the fastest growing companies and 92% of our employees feel we are a Great Place To Work. For more details on what our employees say go to Working at Medrina | Great Place To Work.

We offer an annual salary of $80,000 with working from home, $100 monthly teleworker and phone stipend, some travel is required. We offer a robust benefits package including 15 days of vacation, 7 paid holidays, and 5 sick days annually and group benefits, which begin day one and include health/dental/vision plans (multiple plans to choose from), employer-paid life insurance, 401(k) with a company match and more.

This is a full-time position. This role is required to work a full-time Monday - Friday schedule (at least 40 hours/week), with ability to adjust your schedule if evening interviews are necessary. The Talent Acquisition and Retention Lead is responsible for developing and implementing strategies to attract, recruit, and retain top talent. This role combines full-cycle recruitment responsibilities for non-clinical roles (50%) with formulating and delivering employee retention initiatives (50%), ensuring alignment with both immediate hiring needs and long-term workforce strategy, and involves establishing robust talent pipeline, enhancing employee engagement during onboarding, current employee retention and assimilation initiatives, and developing a culture with meaningful connections for our employees in remote first setting.

This role reports to VP of HR and is a member of a national HR team.

• Manage the recruitment process and the applicant tracking system (ATS), including job postings, candidate sourcing, resume screening, interviewing, interview scheduling, selection and offer negotiations.
• Source candidates through job boards ( etc.), professional networks and Linked In, referrals, and passive candidate outreach. Implement new and creative sourcing strategies for short- and long-term candidate pipelining.
• Identify and implement innovative recruitment strategies, sourcing channels, and outreach activities to build a robust and diverse talent pipeline; including advanced sourcing techniques (Linked In Recruiter and Boolean search) to engage passive and active candidates inclusively and to reduce time-to-fill.
• Collaborate with hiring managers to understand their staffing needs, develop formal job descriptions, selection criteria, interview scorecards, and hiring timelines.
• Ensure compliant, consistent, and professional candidate experience aligned with employer branding standards.
• Maximize utilization of currently available systems as well as implementing approved and ethical AI use.
• Stay up to date with federal and state laws pertaining to selection and hiring practices.

• Meet Retention KPI – maintain new staff retention rate at 90%.
• Implement retention strategies to reduce turnover and enhance employee satisfaction by developing formal job descriptions for all positions.
• Support onboarding programs to improve early engagement, productivity, and retention by developing training plans for newly hired employees in collaboration with VP of HR and the hiring managers.
• Monitor new employees' progress with the hiring managers as well as the new employees utilizing formal and informal techniques (30, 60, 90-day questionnaires, check-ins and etc.).
• Assist in development and delivery of the new employee assimilation initiatives.
• Report on new employees’ progress and training needs to VP of HR and hiring managers.
• Conduct exit interviews and improve the exit interview process.
• Analyze exit interview data to identify trends and areas for improvement and report monthly to VP of HR.
• Based on feedback and data, collaborate with HR team and assist in improving the onboarding processes and orientations utilizing new technologies and new techniques to ensure successful employee transitions in remote workplace setting.
• Develop and manage employee engagement and development initiatives to foster meaningful connections and positive work environment in remote workplace settings.

• Utilize data and metrics to measure the effectiveness of talent acquisition and retention initiatives.
• Partner with VP of HR to update company compensation planning.
• Prepare and present to VP of HR monthly reports on talent acquisition and retention metrics.
• Stay informed about industry trends and advancements in talent acquisition and assimilation and retention initiatives.
• Partner with VP of HR to continuously improve recruiting and talent management workflows for efficiency and scalability.

• Ensure hiring and selection processes are compliant with EEOC, Federal and State laws.
• Facilitate presentations and training to advise hiring managers/interview teams on recruitment and interview practices.
• Support HR audits and reporting related to recruitment and staffing data.
• Foster a culture of inclusion in hiring, selection and retention…