Jessica Bacerott

My background as a healthcare talent acquisition complements UCSF’s mission, with a track record of aligning HR strategies to business goals to drive operational excellence in a fast-paced, regulated environment. Adept at reviewing and following collective bargaining agreements and recruitment policies to ensure compliance with the organization. Strategic and results-driven with a proven ability to design and execute recruitment initiatives that fuel organizational growth and operational excellence. Recognized for building diverse, high-performing talent pipelines through sourcing and recruitment. Adept at navigating complex recruitment positions, to ensure timely placement of top-tier professionals. As a trusted advisor to senior leadership, I build talent strategies with evolving business goals through data-driven insights and advanced project management. Known for delivering innovative HR solutions by optimizing recruitment processes. Passionate about driving workforce transformation and empowering healthcare teams to thrive.

Summary of Duties & Accomplishments:

• Strategic Recruitment Leadership: Led full-cycle recruitment for healthcare and campus roles, aligning hiring practices with labor laws, union contracts, and DEI goals. Advised stakeholders on compliant recruitment strategies, job classifications, and candidate selection to mitigate risk and uphold equity.
• Ensured HR compliance: by aligning internal recruitment processes with healthcare regulations, institutional policies, and federal/state employment laws, with a strong emphasis on equal opportunity, non-discrimination, and fair hiring practices. Regularly audited recruitment workflows to identify gaps, mitigate risk, and uphold UCSF’s commitment to diversity, equity, and inclusion across all hiring activities.
• Labor Relations & Compliance: Served as a trusted advisor to senior leadership on collective bargaining agreements and employment law. Resolved grievances by maintaining audit-ready documentation in BrassRing, and ensured hiring practices met union and regulatory standards. Collaborated with HR leadership and legal teams to ensure recruitment practices met healthcare compliance standards, advised stakeholders on following EEOC guidelines, ADA requirements, and union contract provisions. Championed inclusive hiring strategies that reinforced UCSF’s values and reduced exposure to compliance violations.
• Workforce Planning & Process Innovation: Developed workforce planning initiatives for BAU positions, collaborating with Compensation, LER, and leadership to improve job descriptions and launch succession programs like the PC and MA Academies. These new succession programs reduced time-to-fill and increased applicant pipeline quality. Improved hiring of UCSF program graduates and temp staff through streamlined internal processes.
• Cost Reduction & Internal Mobility: Proposed an internal physician recruitment model that cut outsourcing costs and met staffing needs. Improved hiring of UCSF program graduates and temp staff by 10% through streamlined internal processes.
• Compensation Expertise: Reviewed internal and external market data to set equitable salaries for career positions, ensuring alignment with UCSF Health and Campus compensation guidelines.
• Marketing & Employer Branding: Developed Talent Acquisition marketing initiatives, created SOPs and templates for consistent branding across social media platforms. Led the development of a comprehensive recruitment marketing strategy, increasing job visibility on Twitter, Facebook, LinkedIn, and Instagram. Created a standardized posting cadence and a QR code for lead generation at UCSF events.
• Project & Diversity Leadership: Directed multiple strategic projects including CRM sourcing optimization, PC/MA Academy development, and diversity initiatives as a board member of Black in HR and lead of the LGBTQ+ group. Managed high-impact events such as UCSF Pride and SF LGBT Career Fair.
• Sourcing & Candidate Engagement: Filled 90% of hard-to-fill roles within 7 months through targeted sourcing strategies. Created CRM workflows to track passive candidates and leveraged multi-platform outreach to attract diverse talent.
• Performance Excellence: Consistently exceeded time-to-fill benchmarks from 2021 through 2024 by fostering strong hiring manager relationships, hosting kickoff calls, and offering weekly TA office hours.
• Supported diversity and inclusion efforts by creating inclusive job descriptions and partnering with diverse organizations for outreach opportunities.
• Streamlined recruitment processes for increased efficiency, resulting in reduced time-to-fill for open positions.
• Optimized job postings for maximum visibility, leveraging SEO techniques and targeted social media campaigns.

• Spearheaded all communications for the UCSF Staff Assembly Board, advocating for staff interests and amplifying their voices across the university.
• Designed and distributed quarterly newsletters to engage staff, promote initiatives, and increase visibility of Staff Assembly programs.
• Created a new Staff Assembly logo to enhance brand identity and clarify the board’s mission to UCSF employees.
• Oversaw the design, content strategy, and maintenance of the Staff Assembly website and social media platforms, ensuring consistent messaging and accessibility.
• Developed and implemented strategic marketing campaigns to support belonging and inclusion initiatives, fostering a more equitable workplace culture.
• Represented staff concerns during general meetings, providing direct support and transparent communication between leadership and employees.
• Engaged with senior UC leaders—including UCSF Chancellor Sam Hawgood, UCI Chancellor Howard Gillman, Chief Human Resources Officer Corey Jackson, and the UC Staff Advisor to the Regents—to advocate for staff priorities and drive institutional change.

• Supervised BioLife’s Manager Trainee Program, designed to pipeline high-potential talent into Assistant Operations Manager and Quality Manager roles across multiple centers.
• Increased candidate conversion rates from initial interview to offer from 40% to 90% by optimizing interview scheduling, candidate engagement, and follow-up protocols.
• Designed and implemented a custom Excel-based tracking system to manage requisitions, phone screens, interviews, and offer stages—enhancing visibility and reducing time-to-fill.
• Recruited passive and active candidates for critical roles including Registered Nurses (RN), Licensed Practical Nurses (LPN), Phlebotomists, Center Managers, Assistant Managers, and Training Managers.
• Promoted staffing needs across multiple platforms including Workday, LinkedIn Recruiter, Indeed for Employers, and Handshake, ensuring broad reach and targeted visibility.
• Managed recruitment budgets for LinkedIn and Indeed, maximizing ROI through strategic ad placement and performance monitoring.
• Built strong partnerships with hiring managers and the broader talent acquisition team to align recruitment strategies with operational goals.
• Collaborated directly with the Head of Talent Acquisition to address hiring trends, resolve bottlenecks, and implement data-driven improvements to candidate quality and experience.
• Oversaw the full-cycle talent acquisition process, proactively identifying challenges and deploying solutions to enhance recruitment outcomes and workforce readiness.
• Enhanced candidate pipeline by utilizing various sourcing strategies, including social media, networking events, and job postings.
• Maintained up-to-date knowledge of industry trends and labor market data to inform recruitment strategies accordingly.

Company Overview: Cole-Parmer is a lab and manufacturing company of fluid handling products for the pharmaceutical, life sciences, and biopharma environment. Instituted a program through partnerships with school districts to participate in tours and presentations at Cole-Palmer to encourage interest in science.

Staff Relations & Employee Lifecycle Management Responsibilities and Accomplishments

• As a Sr. HRBP and Recruiter, handled staffing issues, termination, managed full-cycle recruitment, HR policy and procedures.
• Conducted and scheduled final interviews as HR Business Partner (HRBP), ensuring alignment with role expectations and team dynamics.
• Led behavioral interviews, final-round assessments, and hiring debriefs to guide selection decisions and promote cultural fit.
• Scheduled and facilitated termination meetings with staff and stakeholders, maintaining professionalism and compliance.
• Acted as a neutral HR representative during exit interviews, compiling insights and conducting analysis to inform leadership training and retention strategies.
• Walked the production floor regularly to assess workplace morale and recommend improvements to leadership.
• Provided direct support to staff and leadership on sensitive matters including performance management, termination, FMLA/STD claims, and workplace conduct.
• Lowered turnover by 40% by analyzing exit interview data and advocating for market equity adjustments in compensation.
• Educated stakeholders on HR policies and employment laws (federal, state, and local), ensuring consistent and lawful practices.
• Provided guidance on workplace regulations including sexual harassment, discrimination claims, attendance policies, and compensation standards.
• Supported leadership in understanding the value proposition and compliance obligations tied to employee relations and labor law.
• Delivered actionable insights from exit interview reports to senior leadership, driving improvements in retention and workplace culture.

• Conducted full cycle recruiting for various clinical and non-clinical healthcare jobs, including nursing, inpatient/outpatient coders and IT positions. Completed compensation analyses and salary structures for negotiations. Worked on an average of 50 open positions each day; exceeded all required metrics.
• Promoted to Lead Recruiter; most leads developed, most contractors hired, and most employees hired by hospitals; supervised 15 recruiters
• Mentor and support junior recruiters, providing guidance on sourcing techniques and interview strategies
• Supervise daily operations of the recruiting team, including setting KPIs, tracking performance, and ensuring alignment with hiring goals
• Implement and refine recruitment strategies, ensuring best practices are followed and adapting to changing organizational needs to remain competitive as an agency for stakeholders
• Placed 128 applicants in diverse healthcare roles: coding, clinical/non-clinical, nursing, and technical roles
• Placed qualified applicants in open positions for multiple hospitals in Level 1 & Level 2 trauma centers
• Collaborated with talent acquisition managers and leaders to develop a strategic direction for upcoming staffing needs

• Targeted caregivers, CNAs, HHAs & LPN to invite to career fairs and networking events. Placed cold calls and warm calls to source candidates and gauge the interests of potential candidates for open positions in healthcare.
• Reviewed and screened internal applications and job boards for qualified candidates.
• Invited 192 candidates to attend a client’s job fair to interview for open positions.
• Reinforced training with the team on a consistent basis to recruit productively in a timely manner
• Scheduled approximately 80 calls, 10 prescreens, and interviews daily
• Organized developmental business meetings twice a month with the team.
• Reduced recruitment costs by negotiating favorable contracts with vendors, job boards, and other service providers.