Salary Range: $76,500-$85,000 Annually
Position: Recruiter
Program: Talent Acquisition
Department: People & Culture
Reports to: Associate Director, Talent Management
Status: 100%, Full-Time, Regular, Exempt
Probation: 180 days
Benefits: Medical, Dental, Vision, Life, and Long-Term Disability Insurance, Employee Assistance Program, and 403(b) Retirement Plan
CENTER’S MISSION : Building a world where LGBT people thrive as healthy, equal, and complete members of society.
DEPARTMENT SUMMARY: The People & Culture department focuses on the employee experience at the Center. We are a Mission-driven group of colleagues who develop strategies for growth and engagement of Center Staff through an inclusive culture where we can all bring our authentic selves to work. People & Culture fosters employee and labor relations through the Center’s approach to onboarding diverse talent, promoting well-being with our robust package of benefits, and staying true to our core values through culturally competent training. People & Culture is a partner to the organization in creating an environment where Center Staff can do our best work to serve the LGBTQ+ community.
JOB SUMMARY: Reporting to the Associate Director, Talent Management, the Recruiter is responsible for full-cycle recruitment across multiple departments to support the Center’s mission of providing equitable access to social services, advocacy, housing, education, and community programs for LGBTQ+ individuals. This role proactively develops hiring strategies to meet the evolving workforce needs of the Center, ensuring a pipeline of highly qualified candidates for hard-to-fill and mission-critical positions. The Recruiter works closely with Center leadership, program directors, and hiring managers to provide recruitment support and data-driven talent acquisition solutions. With a strong focus on strategic sourcing, employer branding, onboarding and retention, this role transforms the hiring process through a people-centered, inclusive, and mission-driven approach in a highly competitive talent market.
% of Role ESSENTIAL FUNCTIONS
30% Strategic Talent Acquisition and Workforce Planning
- Partner with hiring managers to assess talent needs and develop proactive sourcing and recruitment strategies.
- Implement data-driven talent forecasting to anticipate hiring trends and optimize workforce planning.
- Develop innovative recruitment programs to enhance retention and reduce time-to-fill.
20% High-Level Recruitment and Candidate Experience
- Lead full-cycle recruitment, sourcing, screening, and assessing candidates for a wide range of roles.
- Conduct comprehensive screenings to assess candidate qualifications, experience, and alignment with the Center’s mission and hiring needs.
- Provide guidance and best practices to hiring managers on interview techniques, selection criteria, and candidate evaluation.
- Ensure a seamless and engaging candidate experience by maintaining effective communication from initial contact to offer stage.
15% Strategic Sourcing and Outreach
- Design and execute outreach initiatives to attract top talent through career fairs, industry networks, and partnerships with universities and professional associations.
- Promote the LA LGBT Center’s careers through social media and employer branding.
- Build and nurture relationships with potential candidates for future opportunities.
15% Onboarding and New Hire Integration
- Partner with hiring managers to ensure a smooth onboarding experience for new employees.
- Collaborate with department managers and other teams to create onboarding schedules and resources.
- Facilitate onboarding events in partnership with talent acquisition team and managers from across the organization.
- Gather new hire feedback to improve onboarding practices and enhance employee retention.
- Act as a resource and advocate for new hires, helping them transition successfully into their roles.
10% Process Improvement and Data Analytics
- Utilize applicant tracking systems (ATS) and HR analytics to track key hiring metrics, optimize recruitment strategies, and report trends to leadership.
- Identify process inefficiencies and recommend solutions to improve hiring speed, quality, and candidate engagement.
10% Compliance Support
- Ensure recruitment practices adhere to local, state, and federal employment laws, as well as union agreements.
- Collaborate with P&C and program teams to manage background checks, credential verification, and licensing requirements for new hires.
Required Qualifications
- Demonstrated ability to work effectively with people of diverse races, ethnicities, nationalities, sexual orientations, gender identities, gender expression, socio-economic backgrounds, religions, ages, English-speaking abilities, immigration statuses, and physical abilities in a multicultural environment.
- Experience working with the LGBTQ+ community, especially Black, Indigenous, and People of Color LGBTQ+ communities.
- Strong organizational skills with the ability to m anage multiple priorities and meet deadlines.
- Minimum 5 years’ full-cycle recruitment experience, preferably in nonprofit, social services, housing, legal, policy, or administrative sectors.
- Experience partnering with executive leadership, hiring managers, and P&C teams to develop data-driven recruitment strategies.
- Strong ability to source passive candidates and leverage networking, professional associations, and direct outreach.
- Expertise in applicant tracking systems (ATS), recruitment marketing tools, and employer branding.
- Exceptional relationship-building, negotiation, and communication skills, including public speaking and group facilitation.
- Ability to manage multiple high-priority searches in a fast-paced, high-volume healthcare hiring environment.
- Knowledge of diversity, equity, and inclusion (DEI) best practices in hiring.
- Bilingual skills a plus.
EDUCATION AND LICENSURE
- Bachelor’s degree in human resources, Business Administration, Healthcare Administration, or a related field; Equivalent combination of education and experience may be considered.
- Professional HR or recruiting certification (e.g., PHR, SHRM-CP, AIRS, or RACR) is a plus.
