Talent Partner (Recruiter) - Remote

Make a difference. Be happy. Grow your career.

The Role

The Talent Solutions Team is the hub for applicants to a wide variety of roles across Nordic. Talent Partners source to build candidate pipelines, evaluate candidates' skills and fit for Nordic, and build and maintain strong candidate relationships along the way.

Key Responsibilities

The Talent Partner will be responsible for, but not be limited to:

• Recruiting up to point of hire for assigned business units
• Building and sustaining relationships with candidates
• Collaborating with internal partners and hiring managers to determine the best candidates for openings
• Advocating for candidates when the right fit comes up in any of Nordic's current business units
• Conducting phone and in-person interviews to ensure candidates meet Nordic hiring requirements
• Sourcing new candidates via LinkedIn, candidate events, career fairs, and other channels
• Maintaining candidate pipeline and meeting recruiting performance metrics
• Creating, designing, and implementing appropriate tools and processes to monitor candidate relationships
• Utilizing and maintaining CRM information for candidate tracking and reporting
• Working with Marketing to develop communications, events, and materials for recruiting prospective Nordic employees
• Attending Nordic functions and community networking events
• Actively participating as an essential member of the Talent team, supporting efficiency and team goals
• Working on projects that may be assigned on an ad hoc basis and may assist other corporate initiatives as necessary, directed, assigned, or requested

Skills and Experience

• 5-7+ years of recruiting or talent acquisition experience in healthcare technology required
• EPIC recruiting experience highly preferred
• Post-secondary education preferred
• Proven ability to connect with a wide range of new people and build quick rapport
• Excellent written and verbal communication skills, with a focus on customer service
• Driven to move quickly and motivated to win
• Experience with Workday preferred
• Able to balance urgent, short-term needs with strategic, long-term priorities
• Adaptable and able to embrace the gray with a positive attitude
• Organized, with strong attention to detail
• Ability to effectively monitor all tasks associated with candidate recruitment and selection at various stages of the process
• Experience with sourcing platforms (e.g. LinkedIn or similar) preferred
• Proficient with Microsoft Office applications

Additional details

• Position is remote
• Occasional travel up to 10% of the time to Madison, WI office and recruiting events, as needed

The Executive Order 11246 section is revised as follows: RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY, NATIONAL ORIGIN Executive Order 11246, as amended, prohibits employment discrimination based on race, color, religion, sex, sexual orientation, gender identity, or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment. PAY SECRECY Executive Order 11246, as amended, protects applicants and employees from discrimination based on inquiring about, disclosing, or discussing their compensation or the compensation of other applicants or employees. The Individuals with Disabilities section is revised as follows: INDIVIDUALS WITH DISABILITIES Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals with disabilities from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship to the employer. Section 503 also requires that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all levels of employment, including the executive level. The Vietnam Era, Special Disabled Veterans section is revised as follows: PROTECTED VETERANS The Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits employment discrimination against, and requires affirmative action to recruit, employ, and advance in employment, disabled veterans, recently separated veterans (i.e., within three years of discharge or release from active duty), active duty wartime or campaign badge veterans, or Armed Forces service medal veterans. Mandatory Supplement to EEOC P/E-1(Revised 11/09) "EEO is the Law" Poster. If you believe that you have experienced discrimination contact OFCCP: 1-800-397-6251 | TTY 1-877-889-5627 | www.dol.gov