• Job Description

  Req#: REQ_25_27117

  At Owens & Minor, we are a critical part of the healthcare process. As a Fortune 500 company with 350+ facilities across the US and 22,000 teammates in over 90 countries, we provide integrated technologies, products and services across the full continuum of care. Customers—and their patients—are at the heart of what we do.

  Our mission is to empower our customers to advance healthcare, and our success starts with our teammates.

  Owens & Minor teammate benefits include:

  • Medical, dental, and vision insurance, available on first working day

  • 401(k), eligibility after one year of service

  • Employee stock purchase plan

  • Tuition reimbursement

  The anticipated pay range for this role is as follows: $100,000 - $110,000 annual. The actual compensation offered may very based on job-related factors such as experience, skills, education, and location.

  The Talent Acquisition Business Partner (TABP) focuses on building and executing talent acquisition strategies, partnering with hiring managers, business leaders and HR leaders to identify and recruit top talent; , and managing the end-to-end hiring process, from sourcing to onboarding. The TABP will be expected to provide strategic guidance to the organization on attracting, developing, engaging, and hiring the right talent, in addition to supporting other key initiatives in Workforce Planning, Workforce Development, Reporting/Analytics and Talent Management.

  The TABP will collaborate with senior leaders to design and implement a holistic talent acquisition strategy that aligns with and supports the goals of the business function, while also ensuring a positive candidate experience and a successful hiring process. The TABP will need to have a deep understanding of the business, the market, and the talent landscape, while also possessing strong analytical, communication, and influencing skills to measure and communicate the impact of their talent acquisition activities on business outcomes.

  Key Responsibilities:

  • Strategic Planning: Develop and implement talent acquisition strategies aligned with the function’s overall business goals and hiring needs. Partner with Sr. Manager of Talent Transformation and leaders of business function to understand hiring needs, identify industry trends, and leverage data to develop and implement talent acquisition strategies aligned with function’s overall business goals and hiring needs
  • TA Process Management: Manage the intake process to qualify the position and serve as the primary talent strategy partner throughout recruitment cycle; effectively communicating with the business and recruiting partners, providing recommendations of recruitment strategies and ensuring a positive candidate experience and seamless onboarding for and hiring managers.
  • Relationship Building: Build and maintain strong relationships with functional Business Leaders, hiring managers, HR partners, TA partners and vendors. TABP will be the primary contact for talent acquisition in the functional area.
  • Data, Reporting & Analytics: Responsible for business reviews on TA effectiveness, efficiencies and solutions. Track and analyze key recruitment metrics to measure the recruitment strategies and identify areas for improvement.
  • Compliance: Ensure compliance with all relevant legal and regulatory requirements related to recruitment and hiring.
  • Employment Branding: Contribute to building and maintaining the company's employer brand, making it an attractive place to work.
  • Continuous Improvement: Stay up-to-date on current recruiting trends, practices, and technology to continuously improve the talent acquisition process.

  Required Skills & Qualifications:

  • Strong leadership and influence: Leading and motivating across teams to achieve goals.
  • Strategic thinking and planning: Developing and implementing long-term talent strategies to service the employment needs of the business.
  • Process improvement expertise: Assess current talent processes. Identify and drive change through implementation of process improvements to enhance effectiveness of talent strategy and improve impact to the business.
  • Data analysis and interpretation: Measuring the effectiveness of talent acquisition initiatives, KPI’s and functional goals to be able to inform stakeholders, influence change and ensure accountability of recruiting teammates.
  • Communication and interpersonal skills: Proven ability to collaborate with stakeholders and build relationships.
  • Technology proficiency: Proven proficiency using recruiting tools and technologies. Applicant Tracking Experience required, Workday ATS preferred.

  Minimum education and experience required of the position:

  • Bachelor’s degree in Human Resources or related field preferred.
  • 5+ years in HR or related experience with or without a degree.

  • Experience with applicant tracking systems (ATS) and other HR technologies.

  If you feel this opportunity could be the next step in your career, we encourage you to apply. This position will accept applications on an ongoing basis.

  Owens & Minor is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, sex, sexual orientation, genetic information, religion, disability, age, status as a veteran, or any other status prohibited by applicable national, federal, state or local law.

• About the company

  Apria Healthcare is one of the nation’s leading providers of home respiratory services and certain medical equipment.

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