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Recruitment Manager Jobs in Nebraska (NOW HIRING)

zTrip NE

Recruiter & Retention Manager

Omaha, NE · On-site

$62K - $65K/yr

Recruiter & Retention Manager Connect Talent. Build Relationships. Drive Retention. Join Our Team ... Guide candidates through the recruitment and hiring process * Coordinate interviews, onboarding ...

LinkedIn

Manager 2, Recruiting Consultants

Omaha, NE · On-site +1

We are seeking a Recruiting Manager (Manager 2) who thrives in fast-paced, ambiguous environments and is energized by building high-performing teams and repeatable programs. You will lead a team of ...

K2 Insurance Services

Recruitment Specialist

Omaha, NE · On-site

$75K - $85K/yr

Job Summary Reporting to the Talent Manager, the Recruitment Specialist will have primary responsibilities in the full cycle recruitment process. The Recruitment Specialist will also perform a ...

Insight Global

Recruiter/ Account Manager (IGT)

Omaha, NE · On-site

$135K - $194K/yr

Every career starts as a Recruiter, before earning a promotion to Account Management and beyond. Responsibilities RECRUITER The purpose of the Recruiter role is to build the foundation for a ...

zTrip Worldwide

Recruiter

Omaha, NE

$62K - $65K/yr

Recruitment & Talent Acquisition * Source and attract qualified driver candidates through job ... Relationship Management & Retention * Build strong relationships with new and existing drivers.

Interstates

Recruitment Marketing Strategist

Omaha, NE · On-site

Partner with digital marketing, graphic design, content, project management, and other marketing team members to execute recruitment marketing initiatives. * Measure campaign performance, identify ...

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Recruitment Manager information

See Nebraska salary details

$29.1K

$65.3K

$101.5K

How much do recruitment manager jobs pay per year?

As of Aug 11, 2026, the average yearly pay for recruitment manager in Nebraska is $65,321.00, according to ZipRecruiter salary data. Most workers in this role earn between $48,600.00 and $75,300.00 per year, depending on experience, location, and employer.

What are some common challenges faced by recruitment managers when working with hiring managers and how can they be addressed?

Recruitment Managers often face challenges such as misaligned expectations with hiring managers regarding candidate qualifications, timelines, and interview processes. To address these, it's important to establish clear communication channels, set realistic timelines, and align on the required skills and experience for each role early in the process. Regular check-ins and feedback loops can help ensure both parties stay informed and collaboratively adjust strategies as needed. Building strong relationships with hiring managers also fosters trust and streamlines the recruitment process.

What is a recruitment manager?

A Recruitment Manager is a human resources professional responsible for overseeing an organization's hiring process. They develop recruitment strategies, manage recruitment teams, and ensure the company attracts and retains qualified candidates. Recruitment Managers collaborate with department heads to understand staffing needs, design job descriptions, and implement effective sourcing methods. Their work helps organizations build strong teams and maintain a competitive workforce.

What is the difference between Recruitment Manager vs Recruiter?

AspectRecruitment ManagerRecruiter
ResponsibilitiesOversees recruitment strategies, manages recruitment teams, and develops hiring policies.Executes hiring processes, screens candidates, and conducts interviews.
Required CredentialsBachelor’s degree in HR, Business, or related field; often requires experience in HR or recruitment roles.Bachelor’s degree or relevant experience; certifications like AIRS or SHRM can be advantageous.
Work EnvironmentTypically in HR departments or recruitment agencies, managing teams and strategies.Often in office settings, working directly with candidates and hiring managers.

While both roles focus on hiring, a Recruitment Manager oversees the entire recruitment process and team, whereas a Recruiter handles the day-to-day candidate sourcing and screening. The manager sets strategies, while the recruiter executes them.

What are the key skills and qualifications needed to thrive as a recruitment manager?

To thrive as a Recruitment Manager, you need expertise in talent acquisition, interviewing, workforce planning, and typically a background in human resources or business administration. Familiarity with applicant tracking systems (ATS), HRIS platforms, and recruitment analytics is highly valued, as are certifications like SHRM-CP or PHR. Outstanding interpersonal skills, leadership, and strategic thinking help set you apart in building strong relationships with candidates and stakeholders. These skills and qualities are crucial for attracting top talent, ensuring efficient hiring processes, and supporting organizational growth.
More about Recruitment Manager jobs
What are the most commonly searched types of Recruitment jobs in Nebraska? The most popular types of Recruitment jobs in Nebraska are:
What are popular job titles related to Recruitment Manager jobs in Nebraska? For Recruitment Manager jobs in Nebraska, the most frequently searched job titles are:
What job categories do people searching Recruitment Manager jobs in Nebraska look for? The top searched job categories for Recruitment Manager jobs in Nebraska are:
What cities in Nebraska are hiring for Recruitment Manager jobs? Cities in Nebraska with the most Recruitment Manager job openings:
What are popular job titles related to Recruitment Manager jobs in NE? For Recruitment Manager jobs in NE, the most frequently searched job titles are:
Recruitment Manager jobs near you
Infographic showing various Recruitment Manager job openings in Nebraska as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 15% Part Time, and 1% Contract. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $65,321 per year, or $31.4 per hour.

Recruitment Manager - Physician Recruiting

Bryan Health

Lincoln, NE • On-site

Full-time

Re-posted 26 days ago

Bryan Health rating

7.0

Company rating: 7.0 out of 10

Based on 118 frontline employees who took The Breakroom Quiz

416th of 887 rated healthcare providers

Job description

GENERAL SUMMARY:

The Physician Recruitment Manager leads the talent management function and employment-related activities of Bryan Health providers. Develops a pro-active sustainable talent acquisition strategy. Provides leadership, direction and support to the physician recruiters, compensation analysts, and other team members to ensure Bryan Health attracts high talent providers needed to obtain organizational goals.

PRINCIPAL JOB FUNCTIONS:

  1. *Commits to the mission, vision, beliefs and consistently demonstrates our core values.
  2. *Develops, recommends and implements programs, plans, policies, and procedures for provider recruitment and compensation.
  3. *Oversee the full provider recruitment lifecycle: sourcing, screening, interviewing, contracting, and onboarding.
  4. * Leverages the Bryan Health brand in developing and executing recruitment campaigns and strategies.
  5. *Creates and maintains a positive candidate and hiring manager experience.
  6. *Prepares and analyzes statistical reports and other data to evaluate talent acquisition effectiveness.
  7. *Creates scalable recruitment processes, tools, and training programs.
  8. *Optimizes recruiting tools and strategies to ensure compliance and consistency.
  9. *Leads and mentors a team of provider recruiters, compensation analyst, and support staff.
  10. Maintains an ongoing continuous improvement mentality for all talent acquisition processes.
  11. Develops and nurtures external relationships with educational institutions, employment agencies, placement firms, and professional organizations to support the development of candidate pools.
  12. Leverages technology to develop candidate pools and market Bryan Health provider employment opportunities.
  13. Works collaboratively with internal and external partners on phsycian recruitment needs. 
  14. Collaborates with clinical and administrative leaders to align recruitment strategies with organizational growth.
  15. Manages applicant tracking systems and generate reports to identify trends and improve processes.
  16. Develops recruitment goals and KPIs.
  17. Forecasts staffing needs and align recruitment efforts with budget and business objectives.
  18. Develops and maintains department budget.
  19. Performs other related projects and duties as assigned.

 Essential Job functions are marked with an asterisk “*”.

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES:

  1. Knowledge of human resource management processes and principles and relevant federal and state regulations related to talent acquisition.
  2. Knowledge of HR metrics practices and processes.
  3. Knowledge of quality improvement.
  4. Ability to establish and maintain effective working relationships with all levels of healthcare professionals, leadership and staff.
  5. Ability to schedule, direct, counsel and evaluate employee work and performance. 
  6. Ability to prioritize work demands and respond promptly to emergent or crisis situations.
  7. Ability to analyze problems, identify needs and priorities and implement effective work strategies.
  8. Ability to develop written policies and procedures, recruitment advertisement/media.
  9. Ability to maintain confidentiality relevant to sensitive information.
  10. Ability to represent the organization, deliver presentations internally and externally.
  11. Ability to communicate effectively both verbally and in writing.

EDUCATION AND EXPERIENCE:

Bachelor’s degree in human resources, business administration, or related field required.  Minimum of three (3) years’ recruitment or physician compensation experience required.  Minimum three (3) years leadership experience required. 

PHYSICAL REQUIREMENTS:

(Physical Requirements are based on federal criteria and assigned by Human Resources upon review of the Principal Job Functions.)

(DOT) – Characterized as sedentary work requiring exertion up to 10 pounds of force occasionally and/or a negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects, including the human body.

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