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Job Description: JOB DESCRIPTIONTALENT ACQUISITION, ONBOARDING & CREDENTIALING SPECIALISTABOUT LIFELINE CONNECTIONS Lifeline Connections is a community-based behavioral health organization that specializes in providing confidential and compassionate care to individuals who experience substance use and/or mental health conditions. Our Vision — As the premier provider of substance use and mental health services in the Pacific Northwest, we are respected and the most trusted resource for behavioral health treatment and whole-person care. We provide a comprehensive continuum of coordinated quality services, foster enduring relationships, and empower our communities to truly thrive. Our Mission — Through superior customer service, high-quality programs, and well-trained and dedicated staff, we inspire hope and support lifesaving changes for people affected by substance use and mental health conditions.POSITION INFORMATION Position Title: Talent Acquisition, Onboarding & Credentialing SpecialistDepartment: Human ResourcesReports To: Human Resources DirectorEmployment Status: Full-TimeFLSA Status: NonexemptCompensation: Up to $28.00 per hourSupervisory Responsibilities: NoneWork Location: Vancouver Washington, On-Site/HybridTravel Requirements: Periodic travel between Lifeline Connections locations and attendance at career fairs, educational institutions, hiring events, and community recruitment activitiesPOSITION SUMMARY The Talent Acquisition, Onboarding & Credentialing Specialist coordinates Lifeline Connections’ recruitment, candidate selection, pre-employment screening, onboarding, and workforce credential-verification processes for employees, interns, students, and volunteers. This position serves as a primary administrative point of contact for candidates and hiring managers throughout the recruitment and onboarding process. The Specialist posts approved vacancies, sources and screens applicants, coordinates interviews, initiates required background and qualification checks, prepares onboarding documentation, facilitates new-hire orientation, and maintains accurate recruitment, personnel, and credentialing records. The Specialist also coordinates internship and volunteer placements, monitors credential and certification expiration dates, communicates outstanding requirements, and supports personnel-file and credentialing audits. The position works under the direction of the Human Resources Director and escalates hiring exceptions, credentialing concerns, adverse background-check findings, policy questions, and other higher-risk matters for review. The Specialist must demonstrate accuracy, confidentiality, responsiveness, sound judgment, and the ability to manage a high volume of candidates, vacancies, deadlines, and records within a regulated behavioral health environment.ESSENTIAL DUTIES AND RESPONSIBILITIES1. Recruitment and Staffing Support Coordinate recruitment activities for approved employee, intern, student, and volunteer openings. Consult with hiring managers to confirm position requirements, minimum qualifications, schedules, work locations, recruitment priorities, and anticipated hiring timelines. Prepare and post approved job announcements that accurately describe the position’s essential functions, qualifications, schedule, work location, and other conditions of employment. Source qualified and diverse applicants through job boards, professional associations, educational institutions, workforce-development organizations, community partnerships, social media, employee referrals, career fairs, and other appropriate recruitment channels. Maintain candidate pipelines for difficult-to-fill, high-turnover, clinical, direct-care, administrative, and leadership positions. Coordinate career fairs, hiring events, educational outreach activities, and other workforce-recruitment initiatives. Establish and maintain working relationships with colleges, universities, vocational programs, high schools, professional associations, workforce-development organizations, and community partners. Maintain current and accurate information regarding approved vacancies, candidate activity, hiring status, and recruitment outcomes. Communicate recruitment progress, delays, and barriers to the Human Resources Director and appropriate hiring managers. Recommend adjustments to recruitment sources or outreach activities when positions remain vacant or candidate pools do not meet organizational needs.2. Candidate Screening and Interview Coordination Review applications and resumes to determine whether candidates appear to meet established minimum qualifications. Conduct initial telephone, virtual, or in-person screenings using approved and job-related screening criteria. Coordinate interviews between candidates, hiring managers, interview panels, and other organizational representatives. Develop or update structured, competency-based interview questions in collaboration with the Human Resources Director, hiring manager, and appropriate subject-matter experts. Provide hiring managers with candidate materials and approved interview documentation. Ensure that interview and selection documentation is complete, objective, job-related, and submitted to Human Resources. Track candidate status in the applicant tracking system or human resources information system. Communicate promptly and professionally with candidates regarding interviews, requests for additional information, delays, selection decisions, and next steps. Coordinate reference checks and document the results in accordance with organizational procedures. Escalate potential conflicts of interest, qualification discrepancies, inconsistent information, or other candidate concerns to the Human Resources Director. Prepare conditional offer documentation after receiving all required approvals. Coordinate pre-employment requirements and anticipated start dates with candidates and hiring managers.3. Pre-Employment Screening and Clearance Initiate and monitor required pre-employment and pre-placement screenings for employees, interns, students, and volunteers. Coordinate applicable background checks, reference checks, exclusion and sanction screenings, driving-record reviews, drug screenings, health-related clearances, and other required verifications. Communicate screening requirements and deadlines clearly to candidates and hiring managers. Track outstanding screening requirements through completion. Review screening results for completeness and refer findings requiring individualized assessment or additional review to the Human Resources Director. Support legally compliant pre-adverse and adverse-action processes when directed by the Human Resources Director. Ensure that individuals do not begin duties requiring screening, credentialing, training, or authorization until applicable requirements have been completed or an approved exception has been documented. Complete and maintain employment eligibility verification documentation within required timelines. Protect the confidentiality and security of applicant, employee, medical, background-check, and credentialing information. Maintain documentation showing that applicable screenings were completed, reviewed, and resolved before placement.4. Credentialing and Qualification Verification Coordinate the initial and ongoing verification of licenses, registrations, certifications, education, training, professional experience, and other qualifications required for assigned positions. Verify credentials through appropriate primary or authoritative sources when required. Compare candidate qualifications with the applicable job description and established position requirements. Identify missing, inconsistent, expired, restricted, or unverifiable credentials and promptly escalate concerns to the Human Resources Director or appropriate qualified leader. Maintain accurate and organized credentialing records for employees, interns, students, volunteers, and other workforce members within the position’s assigned scope. Track credential, license, registration, certification, and training expiration dates. Provide advance renewal notifications to workforce members, supervisors, and other appropriate leaders. Follow up on outstanding credentialing and renewal documentation. Notify the Human Resources Director and appropriate program leadership when a required credential is approaching expiration, has expired, or may affect an individual’s ability to perform assigned duties. Coordinate with clinical leadership, Quality and Compliance, and program leadership when clinical qualifications, scope-of-practice requirements, or position-specific credentials require subject-matter review. Support periodic audits of credentialing and personnel records. Correct administrative deficiencies and follow up on missing documentation identified during audits. Prepare credentialing documentation requested for accreditation surveys, licensing reviews, payer reviews, internal audits, and other authorized examinations. Maintain readily retrievable evidence demonstrating that required workforce qualifications have been verified. Clinical competency and scope-of-practice determinations must be completed by an appropriately qualified clinical leader or subject-matter expert. The Specialist coordinates and documents the process but does not independently determine clinical competency.5. Employee Onboarding and Orientation Coordinate the onboarding process from acceptance of the offer through completion of initial organizational orientation and transition to the assigned department. Provide new employees with timely and accurate information regarding pre-employment requirements, orientation schedules, required documentation, workplace expectations, and their first day of work. Prepare onboarding forms, checklists, personnel documents, and orientation materials. Facilitate or coordinate new-hire orientation in accordance with the organization’s established curriculum. Ensure that new employees receive information regarding: Lifeline Connections’ mission, vision, values, and services; Organizational policies and procedures; Confidentiality and privacy requirements; Ethical and professional conduct; Workplace safety and emergency procedures; Employee rights and responsibilities; Mandatory reporting obligations; Available employee resources; Required training and competency expectations; and Procedures for reporting safety, compliance, quality, or workplace concerns. Ensure that each new employee receives or has access to an accurate job description identifying the position’s essential functions, minimum qualifications, reporting relationship, and performance expectations. Coordinate with Information Technology, Payroll, Facilities, supervisors, and other departments regarding system access, equipment, identification badges, workspace, schedules, and operational readiness. Ensure that required forms, acknowledgments, policies, and initial training assignments are completed and retained. Coordinate department-specific onboarding handoffs with supervisors. Provide supervisors with onboarding checklists and information regarding their responsibility to provide job-specific orientation, training, supervision, observation, and competency validation. Monitor completion of assigned onboarding requirements and follow up on overdue documentation or training. Conduct new-hire check-ins or distribute onboarding surveys as assigned. Gather feedback from new employees and supervisors regarding the onboarding process. Recommend practical improvements to the onboarding experience based on feedback, audit findings, and identified process barriers.6. Intern, Student, and Volunteer Coordination Coordinate recruitment, screening, onboarding, placement, and recordkeeping for interns, practicum students, trainees, and volunteers. Serve as an administrative point of contact for educational institutions, community organizations, prospective interns, students, and volunteers. Maintain relationships with colleges, universities, training programs, vocational schools, and community partners. Coordinate affiliation agreements, placement agreements, learning objectives, schedules, supervision requirements, and other placement documentation with appropriate representatives. Confirm that interns, students, and volunteers meet applicable screening, qualification, credentialing, confidentiality, orientation, safety, and training requirements before beginning their assignments. Confirm that each placement has an identified organizational supervisor. Coordinate with program and clinical leadership to verify that supervisors meet applicable organizational, educational, credentialing, and program requirements. Maintain accurate records of placement dates, assigned programs, schedules, supervisors, completed hours, evaluations, and other required documentation. Track available placement opportunities and communicate them to approved educational and community partners. Monitor placement documentation and follow up on missing or incomplete requirements. Coordinate the conclusion of placements, including final evaluations, access termination, return of organizational property, and closure of placement records. Support the development of internship and volunteer pipelines that may lead to future employment opportunities. Refer performance, conduct, supervision, safety, or placement concerns to the Human Resources Director and appropriate program leadership.7. Human Resources Records and Data Management Maintain accurate and current information in the applicant tracking system, human resources information system, credentialing system, learning management system, and other assigned databases. Process approved new-hire and workforce-entry documentation accurately and within established timelines. Maintain recruitment, selection, screening, credentialing, onboarding, internship, and volunteer records in accordance with organizational confidentiality and record-retention requirements. Review personnel and credentialing documentation for completeness and accuracy. Identify and correct incomplete, inaccurate, duplicate, or outdated administrative records. Develop and maintain recruitment and onboarding checklists, trackers, templates, workflows, and standard operating procedures. Conduct routine audits of assigned records and processes. Follow up with candidates, employees, supervisors, and leaders regarding missing or overdue documentation. Prepare routine and special reports related to: Open positions; Candidate activity; Recruitment sources; Interview and offer activity; Time to fill; Offer acceptance; New-hire onboarding; Credential status; Upcoming credential expirations; Intern and volunteer placements; and Other assigned workforce indicators. Provide documentation requested for authorized internal reviews, external audits, accreditation surveys, licensing reviews, payer reviews, and investigations. Maintain secure and o