Recovery Network of Programs, Inc. (RNP),is a private, non-profit, social service agency which has been serving the Greater Bridgeport Community and Fairfield County area since 1972. RNP is dedicated to helping those living with substance use, mental health disorders, gambling addiction and homelessness. Our mission is to restore hope, health, and wellbeing for individuals and families in a recovery environment that embraces compassion, dignity, and respect.
RNP is seeking a Talent Management and Retention Managerto join our HR Team based in our Central Office located in Shelton, CT. We are seeking a dedicated and experienced Talent Management and Retention Manager to join our dynamic organization. The successful candidate will play a vital role in attracting, developing, and retaining top talent within our organization. As a Talent Management and Retention Manager, you will collaborate with leadership to design and implement effective talent strategies that contribute to our mission of delivering exceptional healthcare services. Your focus will be on enhancing employee engagement, career development, and organizational growth.
The salary range for this position is between $70,000 - $80,000 per year, based on experience.
HOURS
This position is 40 hours per week on site, in our Shelton, CT administrative team office, reporting to the CHRO.
CORE FUNCTIONS
- Talent Acquisition & Strategy Development:
- Collaborate with senior leadership to develop and align talent management strategies with the organization's mission, goals, and values.
- Identify key talent needs and areas for improvement to support the achievement of organizational objectives.
- Develop initiatives to strengthen the organization's employer brand and position it as an employer of choice within the healthcare sector.
- Develop and implement a robust recruitment strategy to attract diverse and high-quality candidates for various roles within the healthcare organization.
- Collaborate closely with department heads to understand staffing needs and create job descriptions that reflect the requirements and responsibilities of each position.
- Utilize innovative sourcing techniques, including social media, job boards, networking, and partnerships, to identify and engage potential candidates.
- Lead the candidate screening, interview, and selection processes, ensuring a positive and professional candidate experience.
- Evaluate and recommend improvements to the recruitment process to enhance efficiency and effectiveness.
- Participate in industry events, job fairs, college fairs and networking activities to enhance the organization's visibility within the talent pool.
- Employee Onboarding, Engagement and Retention:
- Design and oversee an effective onboarding process that enables new hires to quickly integrate into the organization, understand its mission, culture, and values, and become productive team members.
- Collaborate with cross-functional teams to develop and deliver comprehensive training programs that foster ongoing professional development and growth opportunities.
- Implement retention strategies that focus on creating a positive work environment, recognizing and rewarding achievements, and addressing employee concerns proactively.
- Design and implement programs to enhance employee engagement, job satisfaction, and overall workplace experience.
- Analyze employee feedback, conduct surveys, and gather insights to identify areas for improvement in retention and engagement.
- Develop and implement strategies to address retention challenges and minimize turnover rates.
- Performance Management and Development:
- Collaborate with managers to establish effective performance management processes that promote continuous feedback, goal setting, and development planning.
- Assist in identifying high-potential employees and creating personalized career development plans.
- Facilitate training and development programs to enhance employees' skills and competencies.
- Succession Planning:
- Work with leadership to identify critical roles and create succession plans to ensure a smooth transition of responsibilities.
- Identify potential successors within the organization and develop plans for their readiness to take on key roles.
- Recruitment and Onboarding:
- Collaborate with HR and hiring managers to create effective recruitment strategies that attract diverse and skilled candidates.
- Oversee the onboarding process, ensuring new hires are integrated smoothly into the organization and its culture.
- Data Analysis and Reporting:
- Collect and analyze talent-related data, such as turnover rates, employee engagement scores, and performance metrics.
- Generate regular reports and provide insights to leadership on talent management trends and areas of improvement.
- Compliance and Ethics:
- Ensure all talent management and retention practices adhere to legal and ethical standards, as well as industry regulations.
- Stay informed about healthcare industry trends and regulations that may impact talent management practices.
Retention:
- Meets with new employees throughout their first year to stay connected and collect feedback throughout their onboarding period, probationary period and first year experience.
- Collects and maintains New Hire Orientation feedback.
- Provides feedback to managers from survey data, exit interview etc. when needed and puts action plan into place.
- Conducts stay interviews with staff.
- Provides ideas and action plan for employee morale and engagement initiatives for staff.
- Participates as part of internal recruitment and retention team.
Human Resources:
- Provide essential information and support for internal and external candidates seeking employment.
- Assist and support certified staff with licensure needs as needed.
- Support new employee orientation and/or on boarding.
- May conduct exit surveys and interviews.
- Facilitate hiring manager’s recruitment participation and provides interview training and best practices.
- Based on the recommendation made by hiring manager’s, Chief overseeing dept/CHRO, drives the offer process from the offer presentation, conditional releases, welcome communication and finally the new hire orientation.
- Work closely with HR team and key personnel to develop successful candidate profiles.
- Assist hiring manager’s with maintaining and/or developing job descriptions as needed.
