HR Generalist, Talent Acquisition

Description: Reporting to the Sr. Human Resources Director, the Human Resources Generalist is a key member of the HR team with primary responsibility for Talent Acquisition and Compensation. This role partners with hiring managers to attract and recruit diverse talent, supports competitive and equitable compensation practices, administers job classification and salary structures, maintains job descriptions, and contributes to special HR projects and initiatives. This is a hybrid position, requiring working at our Boston office at least two (2) days per week.

Representative Duties: Talent Acquisition: Partner closely with the HR team and hiring managers to identify workforce needs, explore creative and innovative recruitment strategies, build talent pipelines, and deliver an exceptional candidate and hiring manager experience. Recruiting & Talent Sourcing: Manage the full-cycle recruiting process across a broad range of disciplines and functional areas. Manage a portfolio of up to 40-50 active job requisitions simultaneously. Proactively source, identify, and engage qualified candidates through a variety of channels, including professional networks, job boards, social media platforms, industry associations, employee referrals, and direct outreach. Build and maintain diverse talent pipelines for current and future hiring needs, with particular focus on hard-to-fill clinical, nursing, and provider positions. Conduct inclusive and equitable job searches that attract, assess, and hire high-performing, diverse, resilient and innovative talent. Monitor recruiting metrics and labor market trends to continuously improve sourcing effectiveness and hiring outcomes Ensure robust, clear, responsive ongoing communication with candidates at every step of the hiring process. Represent Fenway Health at career fairs, networking events, and community outreach activities to strengthen Fenway's brand and visibility as an employer of choice.

Hiring Manager Training & Partnership: Serve as a trusted advisor to hiring managers throughout the recruitment process. Design, facilitate, and continuously improve training programs for hiring managers on recruitment best practices, interviewing techniques, employment law, unconscious bias, candidate evaluation, and selection processes. Develop and maintain recruiting guides, interview resources, toolkits, job aids, and process documentation to support effective and compliant hiring practices. Provide ongoing coaching and consultation to hiring managers to improve hiring quality, consistency, and efficiency.

Recruitment Operations, Vendor Management & Compliance: Manage the day-to-day administration, configuration, optimization and oversight of the Applicant Tracking System (ATS).Serve as the primary relationship manager for ATS providers and other recruiting-related vendors, including staffing agencies, job board partners, and recruitment marketing providers. Evaluate system performance and vendor effectiveness, recommend enhancements, manage system updates, and ensure recruiting technologies meet evolving business needs. Maintain ATS data integrity, generate recruitment reporting, troubleshoot user issues, and ensure consistent system utilization across the organization. Develop and maintain talent acquisition dashboards and reports, including key performance indicators, time-to-fill, source effectiveness, turnover, diversity hiring metrics, and other workforce analytics. Partner with HR leadership to leverage recruitment data for strategic workforce planning and decision-making. Prepare and support the organization's Affirmative Action Plan (AAP) and related compliance reporting requirements. Ensure recruiting practices comply with applicable federal, state, and local employment laws and regulations. Work collaboratively with HR team members to ensure an exceptional candidate experience from application through onboarding and first-year integration. Serve as the primary point of contact for staffing agencies and recruiting firms, managing vendor relationships, contracts, performance expectations, and service delivery.

Physical Requirements: Requires the ability to meet the following physical requirements with or without reasonable accommodations: Ability to effectively communicate in person, over the phone, and through communication media (email, social media, etc.)Ability to sit at a computer station for extended periods of timeAbility to keyboard for extended periods of timeAbility to lift and move objects up to 15-20 pounds occasionally