60 Talent Jobs Hiring in Nebraska

POSITION SUMMARY:                                                                                       

The Director of Talent Acquisition & Onboarding provides strategic leadership and oversight for recruitment and onboarding functions across the organization. This role is responsible for developing and executing talent acquisition strategies, ensuring an effective and consistent hiring process, and assisting in overseeing the New Hire Experience (NHE) process to support engagement and retention.

This position partners closely with leaders to attract, hire, and successfully onboard high-quality talent while enhancing the candidate and new employee experience across all locations.

 ESSENTIAL FUNCTIONS:                                                                                                                               

Talent Acquisition Strategy

• Develop and lead the organization’s recruitment strategy to attract and retain high-quality talent.
• Oversee full-cycle recruitment processes, including sourcing, interviewing, and offer management.
• Partner with leaders to understand workforce needs and develop proactive hiring plans.
• Ensure consistency and effectiveness in interview processes and hiring decisions.
• Monitor recruitment metrics and adjust strategies to improve outcomes.

Recruitment Operations

• Provide leadership and direction to recruiters and HR staff supporting hiring functions.
• Ensure efficient and compliant hiring processes, including documentation and candidate communication.
• Oversee recruitment workflows within HR systems.
• Support leaders in navigating recruitment challenges and hard-to-fill roles.
• Maintain standard processes for candidate experience and communication.

Onboarding & New Hire Experience

• Oversee the onboarding process, ensuring a consistent and engaging experience for all new hires.
• Partner with Training & Engagement to design and deliver onboarding programs.
• Ensure onboarding processes align with organizational goals, policies, and culture.
• Monitor and improve onboarding processes to enhance early retention and engagement.
• Support leaders in executing onboarding best practices, including orientation and follow-up processes.

Employee Experience (First 90 Days)

• Ensure a strong transition from candidate to employee through structured onboarding processes.
• Monitor early employee experience metrics, including retention and engagement.
• Identify trends and opportunities to improve the onboarding and integration process.
• Collaborate with leaders to support new employees through their initial employment period.

Organizational Partnership

• • Collaborate with Employee Relations & Benefits team to ensure alignment across the employee lifecycle.
  • Partner with leaders across all business units to support hiring and onboarding needs.
  • Work closely with Human Resources team, Finance and Payroll to ensure seamless processes.
  • Support organizational initiatives related to workforce planning, retention, and culture.
  • Maintains work structure by updating job requirements and job descriptions for all positions.
  • Maintains and manages the overall recruitment efforts of the organization including the recruitment strategy, effectiveness and interviewing process.
  • Responsible for the recruitment of leadership positions within the organization.
  • Key programs for administration and maintenance:
    • CNA training program
    • LPN Sponsorship program
    • Scholarship and tuition reimbursement programs
    • Employee Referral program
    • New Hire Experience, in close partnership with the Training and Engagement Specialist
    • Employee Engagement, in close partnership with the Training and Engagement Specialist
    • Leadership Development, in close partnership with the Training and Engagement Specialist
  • Work closely with the Chief People Officer to establish the recruitment and onboarding strategy.
  • Work closely with each campus’ leadership and teams to build relationships and drive increased recruitment and onboarding practices.
  • Self-motivated; seeks feedback to improve.

 EDUCATION AND EXPERIENCE:                                                                                                                    

• Bachelor’s degree in Human Resources or related field, or equivalent work experience, preferred
• 5–8 years of progressive Human Resources experience, with emphasis in recruitment and/or talent acquisition
• Leadership experience preferred
• High level of computer/software proficiency
• Ability to work with confidential information
• Experience in a long-term care setting preferred
• Excellent communication skills, both written and oral
• Ability to provide excellent customer service and hospitality skills
• Able to prioritize work and handle multiple concurrent tasks