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Northwest Permanente, P.C. (NWP) is a self-governed (physician led), multi-specialty group of over 1500 physicians, surgeons, and clinicians, caring for over 600,000 members in Oregon and Southwest Washington. Kaiser Permanente is one of the nation's pre-eminent health care systems, a benchmark for comprehensive, integrated and high quality care.

In partnership with the Executive Director (ED) of HR, create and implement a compelling vision for the Talent Acquisition Department. Develop, implement innovative workforce planning, recruitment, sourcing, diversity and inclusion strategies which support Northwest Permanentes (NWP) goal of becoming the employer of choice. Collaborate with the ED of HR, Chief People Officer (CPO), Sr. Manager Talent Management, HRBPs, NWP Board of Directors, Medical Operations Leaders, other members of the Senior Operations Team, KFHP leadership and inter-regional Permanente Medical Groups.

Major Responsibilities/Essential Functions:

Sourcing & Recruitment

  • In partnership with HR, Physician and Administrative leadership define a distinctive value proposition for NWP that both represents the reality of the work environment and appeals to ideal physician and administrative candidates
  • Collaborates with in-house physicians for finding and developing relationships with excellent recruitment prospects, leads generation, promotional campaign development and ultimately, new-physician integration.
  • In partnership with Operations & HR leadership, proactively establishes hiring goals and directs the successful execution of NWPs recruiting strategy with responsibility for strategic design and measurement.
  • Strategically plans for timely hiring in difficult-to-recruit specialties through expanded outreach, customized recruitment practices and competitive financial offerings.
  • Evaluates the effectiveness of current sourcing channels and recommends new options based on best practice research. This evaluation includes an assessment of recruitment vendor relationships, advertising sources, etc.
  • Identifies, implements, and measures key performance metrics of the recruiting team, activities, and processes. Establishes methods to appropriately monitor results against national best practice targets.
  • Leads and supports all aspects of sourcing and recruiting in the hiring of NWP physicians and administrative staff which proactively meets staffing goals.
  • Assesses criteria for physician and employee hiring, and implements enhancements to meet new goals, professional standards and regulatory requirements. Provides training to recruit for fit with criteria.
  • Accomplishes results for special sourcing projects by identifying and clarifying issues and priorities; communicating and coordinating requirements; evaluating optional courses of action; expediting solutions and evaluating milestones and accomplishments.
  • Partners with the Talent Management Leader to provide targeted, retention-oriented support for new physicians from the time a contract is signed onward.
  • Operational Excellence

  • Mentors and develops recruiters to provide a seamless, consistent, exceptional and measurable experience to all candidates.
  • Partners with the Talent Acquisition Operations leader to ensure an exceptional on-boarding experience for all physician and administrative hires.
  • Ensures TA policies and practices are adhered to, works closely with others to implement changes topractices as needed to meet evolving regulatory and legal requirements.
  • Effectively balances standardization and efficiency of operations with creative solutions to individual or collective client needs. Uses high degree of political and organizational savvy to ensure integrity of operations and understanding of limitations and opportunities.
  • Identifies and builds on internal and external recruitment practices that are leading edge, scalable, culturally consistent and forward thinking. Leads implementation and change initiatives, ensuring successful adoption. Measures results and provides meaningful and actionable analysis to drive continuous improvement efforts.
  • On an on-going basis, measures the recruitment teams performance both individually and collectively against national best practice benchmarks. Presents these measurements to HR leadership as well as management across NWP with Executive Dashboards tailored for the Senior Operations Team & The Board of Governors.
  • In partnership with the ED of HR, creates and manages the Talent Acquisition operating budget. Allocates advertising and marketing spending based on analysis and evidence of success.
  • Establishes and manages vendor relationships with temporary or locums staff, contingency and retained search firms.
  • Accountable for marketing, advertising, brand management and all sourcing activities. Partners with Communications to ensure alignment.
  • Responsible for managing relationships with medical schools, residency programs and linkage to the NWP GME department.
  • Workforce Planning

  • Develop and lead NWPs long-range workforce planning strategies in partnership with the ED of HR, the Chief People Officer, Physician Leadership, Talent Management and the HR Business Partners.
  • Anticipates emerging talent requirements and proactively develop solutions to meet them and/or head off short-term critical talent shortages.
  • Stays abreast of best practice trends on dealing with the physician shortage and partner with the Chief People Officer, Executive Director of HR and the Talent Management Leader and Physician Leadership to socialize and implement innovative staffing approaches.
  • In partnership with the Executive Consultant, Equity, Inclusion & Diversity, maximize affiliations with diversity organizations resulting in increased pipeline of qualified candidates.
  • Staff Development and Professional Development

  • Develops and leads department staff; ensure cooperative, collaborative team approaches are utilized as appropriate to accomplish objectives and provide an inspiring work environment.
  • Leads and supports department staff in meeting individual and group goals, providing frequent feedback to team members and demonstrate superior service to internal and external customers. Enhances team satisfaction through recognition and professional development plans.
  • Participates in conferences and educational opportunities, reading professional publication, maintaining personal networks, and participating in professional organizations.
  • Minimum Education:

  • Bachelors degree in Human Resources Management, Business Administration Organizational Development, Public Health, Health Care Administration or other closely related area.
  • Minimum Work Experience:

  • Five (5) years of experience in healthcare recruitment, including some physician recruitment and 4 years in a lead / manager role in a healthcare recruitment organization.
  • Additional Requirements:


  • Knowledge of physician recruitment best practices, human resources laws & practices, state and federal employment laws and other regulatory requirements for large employers.
  • Working knowledge of the various physician specialties, supply and demand challenges and working with agency and retained and contingency search firms.
  • Skills/Abilities:

  • Effective leadership to achieve goal-directed outcomes.
  • Requires strategic systems design, sound data analysis, participative/facilitative management skills, expert consultation skills and ability to promote recommendations, programs and initiatives to diverse audiences.
  • Demonstrated ability to work collaboratively with individuals and groups including Executive Leadership, Board of Directors, Department Chiefs and Leads, recruitment teams, and other internal and external customers.
  • Ability to design and deliver training consistent with human resource accountabilities.
  • Preferred Work Experience and Qualifications:

  • Seven (7) years of experience in physician recruitment and 5 years in a lead / manager role in a healthcare recruitment organization.
  • Customer Focus Dedicated to establishing and maintaining effective relationships with customers and meeting their performance expectations.
  • Innovation Management Facilitates effective brainstorming, review of best practices and project how potential ideas may play out at NWP.
  • Managing Diversity Practices and supports fair treatment and opportunity for all.
  • Integrity & Trust Presents the unvarnished truth in an appropriate and constructive manner.
  • Interpersonal Savvy Builds constructive and effective relationships.
  • Managing & Measuring Work Fosters a culture of respect, development and accountability. Sets clear and measurable metrics to benchmark NWP Talent Acquisition results against national best practices.
  • Organizational Agility Knows how to get things done both through formal channels and the informal network.
  • Political Savvy Sensitive to how people and organizations function.
  • Process Management Skilled at facilitating the creation/implementation of streamlined processes which enable the Talent Acquisition team to deliver enhanced user experiences.
  • Strategic Agility Creates competitive and breakthrough Talent Acquisition strategies and plans.
  • At Northwest Permanente, P.C., we are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants without regard to race, color, religion, sex, pregnancy (including childbirth, lactation and related medical conditions), national origin, age, physical and mental disability, marital status, sexual orientation, gender identity, gender expression, genetic information (including characteristics and testing), military and veteran status, and any other characteristic protected by applicable law. Northwest Permanente, P.C. believes that diversity, inclusion, and equity among our employees is critical to our success and we seek to recruit, develop and retain the most talented people from a diverse candidate pool.

    Associated topics: associate director, chro, director, guidance, lead, leadership, manager, monitor, senior director, vice president

    * The salary listed in the header is an estimate based on salary data for similar jobs in the same area. Salary or compensation data found in the job description is accurate.

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