HR Generalist, Talent Acquisition

Brattleboro Memorial Hospital / Southern Vermont Health Services Corporation

Job Title: HR Generalist, Talent Acquisition

Job Code: 1028

Hours: 40 | FTE: 1.0

Monday-Friday: 8:00am to 4:30pm

FLSA Status: Exempt

Department Name: Human Resources

Location: On-Site (100%) in Brattleboro, Vermont

JOB SUMMARY: 

The HR Generalist, Talent Acquisition is responsible for leading full-cycle recruitment while also supporting broader HR generalist functions to meet the organization’s workforce needs. This role partners closely with hiring managers and department leaders to identify both immediate and long-term staffing priorities, develop effective recruitment strategies, and build strong, diverse talent pipelines.

In addition to managing sourcing, screening, interviewing, evaluation, and selection, the HR Generalist, Talent Acquisition serves as a trusted advisor on hiring best practices, workforce planning, and employment compliance. This position plays a key role in ensuring a positive candidate and hiring manager experience while supporting overall HR operations and organizational goals.

DEPT. SCOPE OF SERVICE: 

The Human Resource Department provides operational leadership in Human Resource management to all employees of Brattleboro Memorial Hospital. Human Resource policies, procedures and practices are in accordance with the hospital’s mission and strategies, prevailing state and federal employment laws and Collective Bargaining Agreement. Human Resources provides the full spectrum of Human Resource services to managers and employees including: employee and labor relations, compensation and benefits management, recruitment/selection/placement, performance management, development planning and organizational effectiveness, and education service support.

The Human Resource Department provides services Monday through Friday from 8:00 a.m. to 4:30 p.m. The department interfaces with department heads and employees across all departments, senior management, medical staff, community members, legal counsel and various staff/federal governmental agencies.

KEY RESPONSIBILITIES:

• Deliver strategic, value-added recruitment support to all hospital departments, aligning hiring efforts with operational and workforce planning needs.
• Partner with department leaders to develop, implement, and sustain targeted recruiting and sourcing strategies for both short- and long-term staffing priorities.
• Lead full-cycle recruitment efforts with a strong emphasis on diversity, equity, and candidate experience, including job description development, posting oversight, sourcing, screening, interviewing, evaluation, and offer facilitation.
• Provide recruitment support and coordination for physician and clinician searches, ensuring a seamless and professional candidate experience.
• Collaborate with nursing leadership to build and maintain relationships with regional nursing schools and support recruitment efforts within the framework of applicable collective bargaining agreements.
• Develop, track, and analyze recruitment metrics to measure effectiveness, identify trends, and recommend process improvements.
• Deliver ongoing training and guidance to hiring managers on recruitment best practices, policies, procedures, and compliance requirements.
• Plan, coordinate, and represent the organization at recruitment events, career fairs, and community outreach initiatives.
• Proactively build and sustain diverse talent pipelines through partnerships with agencies, placement firms, educational institutions, and professional organizations.
• Leverage social media and professional networking platforms to enhance employer branding and attract high-quality candidates.
• Foster strong, collaborative working relationships with department leaders and internal stakeholders to ensure successful hiring outcomes.
• Support and advance diversity recruitment initiatives that align with organizational goals and community needs.

QUALIFICATIONS:

EDUCATION:

• Bachelor’s degree or equivalent relevant experience preferred.

EXPERIENCE/SKILL SETS:

• 2+ years of prior talent acquisition experience preferred.
• 2+ years of full cycle recruiting experience preferred.
• Physician / Clinician / Healthcare recruitment experience preferred.

LICENSURE/CERTIFICATION(S): 

• SHRM-CP/SHRM-SCP or similar strongly preferred. 

OSHA Category I 

Tasks that involve exposure to blood, body fluids, or tissues require use of techniques of Universal Precautions as evidenced with blood borne pathogens standards.

PHYSICAL DEMANDS:

• On-the-job time is spent in the following physical activities.
• Standing - Up to 1/3
• Walking - Up to 1/3
• Sitting - 2/3 or more
• Talking or Hearing - 2/3 or more
• Use of hands to finger, handle or feel - Up to 1/3
• Pushing/Pulling - Up to 1/3
• Stooping, kneeling, crouching or crawling - Up to 1/3
• Reaching with hands and arms - Up to 1/3
• Tasting or smelling - None

This position requires that weight be lifted, or force be exerted.

• Up to 10 pounds - 2/3 or more
• Up to 25 pounds - 1/3 to 1/2
• Up to 50 pounds - Up to 1/3
• Up to 100 pounds - None
• More than 100 pounds - None

This position has special vision requirements.

• Close Vision (clear vision at 20 inches or less)
• Color Vision (ability to identify and distinguish colors)
• Ability to Adjust Focus (ability to adjust eye to bring an object into sharp focus)

WORK ENVIORNMENT

• This position requires exposure to the following environmental conditions.
• Wet, humid conditions (non-weather) - None
• Work near moving mechanical parts - Up to 1/3
• Fumes or airborne particles - Up to 1/3
• Toxic or caustic chemicals - Up to 1/3
• Outdoor weather conditions - None
• Extreme cold (non-weather) - None
• Extreme heat (non-weather) - None
• Risk of electrical shock - None
• Work with explosives - None.
• Risk of radiation - None
• Vibration - None
• The typical noise level for the environment is:
• Very Quiet
• Quiet
• Moderate Noise
• Loud Noise
• Hearing
• Ability to hear calls.
• Ability to hear instructions from physician/department staff/others.

EEO/ADA STATEMENT:

Brattleboro Memorial Hospital provides equal employment opportunities to all applicants and employees and strictly prohibits any type of harassment or discrimination in regard to race, religion, age, color, sex, disability status, national origin, genetics, sexual orientation, protected veteran status, gender expression, gender identity, or any other characteristic protected under federal, state, and/or local laws.

Consistent with the Americans with Disabilities Act (ADA), it is the policy of Brattleboro Memorial Hospital to provide reasonable accommodation when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship. The policy regarding requests for reasonable accommodation applies to all aspects of employment, including the application process. If reasonable accommodation is needed, please contact Human Resources.

Your employment with Brattleboro Memorial Hospital is on an at-will basis, meaning either you or the Company can terminate the employment relationship, at any time, for any or no reason, and with or without cause or notice. As an at-will employee, your employment with Brattleboro Memorial Hospital is not guaranteed for any length of time.

I understand the description of this job and the essential functions, as given above. I also understand that not all of the duties are described above, and that I will perform those above and other related duties as directed by my supervisor and management. I further understand that employment is at-will, and that either I or my employer may terminate the employment relationship at any time.

Compensation Disclosure in Accordance with Vermont Act 155:

In compliance with Vermont Act 155, Brattleboro Memorial Hospital provides the compensation range for this position in good faith. The listed range represents the pay scale reasonably expected for a successful candidate based on factors such as relevant experience, education, internal equity, and market competitiveness. Final compensation will be determined during the hiring process.