HR Generalist/Talent Acquisition Specialist

Reports to: Human Resources Director

Primary Location: Georgetown – (incumbent may be transferred or asked to report to any of LRHC’s locations based on the needs of the organization)

Wage Classification: Exempt

Job Summary:

The HR Generalist & Talent Acquisition Specialist manages the full employee lifecycle while aggressively driving clinical and administrative recruitment. This role balances day-to-day HR operations—such as benefits, employee relations, and compliance—with full-cycle talent acquisition to staff our medically underserved community clinics. The ideal candidate will have deep expertise sourcing high-level medical professionals (MDs, DOs, FNPs, LCSWs) while navigating complex federal regulations.

Essential Responsibilities:

The following duties are not intended to serve as a comprehensive list of all duties performed by all associates in this position. The duties listed are intended to provide a representative summary of the major duties and responsibilities. The incumbent may be required to perform additional, position-specific duties as assigned by their manager and/or LRHC Leadership.

Talent Acquisition and Clinical Recruitment

• Full-Cycle Recruiting: Source, screen, interview, and credential high-quality clinical staff (physicians, nurse practitioners, dentists) and administrative personnel.
• Strategic Sourcing: Build robust talent pipelines using niche healthcare boards, residency programs, community partnerships, and medical associations.
• FQHC Incentive Marketing: Market the health center’s eligibility for the National Health Service Corps (NHSC) loan repayment programs to attract high-tier providers.
• Hiring Manager Collaboration: Partner with Clinical Directors to identify staffing gaps, write clear job profiles, and expedite the hiring timeline.
• Candidate Experience: Manage the applicant tracking system (ATS) to provide a seamless, mission-driven onboarding experience.

HR Operations

• HRSA Standard Alignment: Ensure all personnel files, background checks, and documentation comply strictly with Health Resources and Services Administration (HRSA) guidelines.
• Credentialing Coordination: Collaborate with the credentialing team to verify medical licenses, OIG exclusions, and SAM clearances prior to hire dates.
• Employee Relations: Act as a trusted advisor to resolve workplace conflicts, administer disciplinary actions, and conduct objective internal investigations.
• Benefits & Onboarding: Conduct comprehensive new-hire orientations, administer employee health benefits, and lead annual open enrollment.
• Data Management: Maintain strict data integrity within the Human Resources Information System (HRIS).
• HR Metrics Tracking: Monitor and report on key recruitment metrics like time-to-hire, cost-per-hire, and annualized turnover rates.