Essential Responsibilities

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  Develop and implement recruiting strategies to attract qualified candidates.
• Recruit and hire Registered Behavior Technicians (RBTs), Behavior Technicians, Direct Support Professionals (DSPs), Certified Nursing Assistants (CNAs), Administrative Staff, and Program Personnel.
• Develop relationships with colleges, workforce development agencies, community organizations, and professional networks.
• Coordinate job fairs, hiring events, and recruitment campaigns.
• Manage job postings and candidate pipelines.
• Conduct candidate screening, interviews, and reference checks.
• Maintain applicant tracking and hiring records.
  
  

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  Coordinate onboarding processes for new employees.
• Ensure completion of employment documentation, background checks, and required credentials.
• Develop onboarding materials and orientation procedures.
• Create systems that support employee engagement and successful transition into their roles.
  
  

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  Assist leadership in establishing employee performance standards and expectations.
• Conduct and/or coordinate employee performance evaluations.
• Support supervisors in providing constructive employee feedback.
• Develop employee improvement plans when needed.
• Monitor employee performance trends and make recommendations for improvement.
• Assist with employee relations matters and workplace concerns.
  
  

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  Assess organizational training needs.
• Develop and coordinate staff training programs.
• Support employee professional development and career advancement initiatives.
• Create workforce development pathways for staff interested in expanding their skills and responsibilities.
• Monitor training completion and certification requirements.
• Help establish mentoring and coaching opportunities for employees.
  
  

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  Develop employee recognition and engagement initiatives.
• Conduct employee check-ins and retention interviews.
• Analyze turnover data and recommend retention strategies.
• Assist leadership in creating a positive workplace culture.
• Recommend initiatives that increase employee satisfaction and professional growth.
  
  

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  Assist with the development of recruitment pathways for parents and caregivers interested in entering the behavioral health and human services workforce.
• Coordinate informational sessions and workforce development opportunities.
• Help create training and employment pathways that support long-term workforce sustainability.
  
  

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  Maintain employee personnel records.
• Assist with policy development and implementation.
• Support compliance with employment laws and organizational requirements.
• Monitor employee credentials, certifications, and required training.
• Help establish HR procedures and best practices.
  
  

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  Develop and improve HR systems and operational processes.
• Create and maintain job descriptions.
• Develop interview guides, hiring scorecards, and workforce planning tools.
• Provide strategic workforce recommendations to leadership.
• Support organizational growth through effective HR planning and workforce management.
  
  

Required Qualifications

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  Minimum of 3 years of professional experience in Human Resources, Talent Acquisition, Recruiting, Workforce Development, or a closely related field.
• Demonstrated experience recruiting, interviewing, and hiring employees.
• Experience coordinating onboarding and employee development activities.
• Experience supporting employee retention and engagement efforts.
• Strong organizational, communication, and relationship-building skills.
• Ability to work independently and manage multiple priorities.
• Ability to maintain confidentiality and exercise professional judgment.
  
  

Preferred Qualifications

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  Five or more years of HR or recruiting experience.
• Experience in healthcare, behavioral health, ABA, education, nonprofit, or human services settings.
• Experience recruiting CNAs, DSPs, RBTs, Behavioral Health staff, or similar positions.
• SHRM-CP, SHRM-SCP, PHR, or related HR certification.
• Experience building HR systems and processes within a growing organization.
• Experience conducting employee evaluations and developing training programs.
  
  

Success Measures During the First 90 Days

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  Establish a consistent recruitment pipeline.
• Improve hiring and onboarding processes.
• Develop employee evaluation procedures.
• Create workforce training and development initiatives.
• Strengthen employee retention efforts.
• Establish partnerships with workforce development organizations and community resources.
• Develop recommendations for long-term HR and workforce growth.