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Manager, Talent Acquisition Ops & Sourcing


Location: Fountain Valley, California

Schedule: Full-time

Shift: Full-time

Job Listing: MEM006650

Position Summary:

The Manager of TA Operations and Sourcing role will lead, assess, recommend and implement strategic and operational changes to the Talent Acquisition for both operations and sourcing functions, system-wide, to ensure a ready pool of skilled and diverse talent through a best-in-class and efficient candidate experience. This includes leading a team of recruiters to ensure operational effectiveness, full cycle strategic recruiting which enable the system to meet its patient experience, quality and operational goals across the system. This role will partner with other organizational leaders and the COE to advance Talent Acquisition initiatives.

Principal Duties and Responsibilities:


  • Continuously analyzes talent acquisition processes, identifying efficiencies, gaps and determining process improvement plans.
  • Identifies relevant indicators to monitor programs and their performance.
  • Tracks key Talent Acquisition metrics, including lead and lag measures. Ensures team achieves results.
  • Acts as a key advisor to senior management on the development of overall policy and long-term goals of the department(s).
  • In collaboration Talent Acquisition Leadership, operationalizes sourcing strategies across the system based on business needs and forecasted trends.
  • Participates in budget preparation and has financial accountability for assigned areas and projects.
  • Collaborates directly with executives, such as the Chief Nursing Officers, on workforce planning and staffing needs.
  • Establishes and helps monitor Service Level Agreements, manage resources, and processes to meet average time to fill targets.
  • Leads a team that executes recruiting plans, presents pre-qualified top candidates to hiring managers, develops/negotiates offers with candidates.
  • Creates and manages the onboarding experience for all new hires.
  • Design interview and assessment process and timing to ensure most positive candidate experience.
  • Develop protocols and ongoing communication with candidates and all customers both internal and external to create an excellent candidate experience and to elevate the level of customer service.
  • Consolidate, negotiate and manager vendors (e.g., agency, social media) across the system to cost favorability and maximize access.
  • Manages and executes HR related projects and performs other duties as assigned or requested.

Sourcing, Outreach and Marketing:

  • Provide direction and strategy to the new established sourcing function to build pipelines for high volume and hard to fill roles, reduce time to fill and enhance the candidate experience.
  • Direct sourcing activities to develop a robust community of qualified active and passive candidates aligned with organizational workforce planning needs. Innovate candidate events to generate interest from passive candidates.
  • Manage visual employment brand and collateral including career website to drive interested candidates.
  • Develop Social media strategies to highlight community contributions and employment value proposition to differentiate MemorialCare and its entity organizations and increase number of engaged followers in talent community. Develop outreach to key learning organizations to create positive organizational reputation and pipeline of candidates.
  • Collaborate with and communicate resources to achieve organization workforce development and diversity and inclusion goals.
  • Expand upon and utilize social media venues (LinkedIn, Glassdoor, Facebook, Twitter, etc.) to ensure a positive employer brand and to conduct ongoing outreach to qualified and passive candidates. Monitor social media reputation and process to present as engaged employer on designated TA platforms.
  • Manage career website and vendor partnership with career website and metrics
  • Aid in the development of workforce planning strategies and initiatives, HR communications and other HR related matters in collaboration with other HR leaders throughout the organization.
  • Other duties as assigned

Minimum Requirements:

  • Minimum of 5 years progressive experience in Human Resources, Talent Acquisition and/or Talent Sourcing.
  • Exceptional communication skills, writing skills, and interpersonal skills
  • Extensive knowledge of HR policies and systems
  • Familiarity with HR and ATS software and working knowledge of MS Office
  • Expertise in developing, implementing and executing creative recruitment strategies and process efficiencies to achieve
  • Talent Acquisition delivery excellence
  • High competencies in Business Acumen, Impact and Influence, System Thinking and Trusted advisor and strong communication, negotiation and interpersonal skills


  • Bachelor’s degree, or equivalent in a related field or equivalent experience in Human Resources/Talent Acquisition, preferably in a health care setting. Master's degree is a plus.
  • Certification as a Professional in Human Resources (PHR or SPHR) is a plus.

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Photo of Brindilyn Berger
"I love working at Miller Children's & Women's Hospital Long Beach because I value working for a company that invests in its employees and the community we serve. From the support and guidance I receive from managers who value my professional and personal growth; to being able to work alongside colleagues who are dedicated to help their patients and families. I feel inspired every day to do the work that I love alongside people who share a similar vision."
- Brindilyn Berger, Child Life Specialist

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