Tracey Cooper

• Serve as the case manager for all full cycle physician and provider recruitment and onboarding activities, and advise 12 Service Chiefs for all specialties and subspecialties;
• Responsible for increased provider access of 25%;
• Provide applicable market insight, job market trends, demand for specific specialties, and salary expectations;
• Create recruitment strategy from scratch and identify, plan and attend ten local and national education events annually;
• Conduct thorough screening calls to assess candidate needs and preferences;
• Build and maintain relationships with qualified candidates and create effective candidate pipelines;
• Schedule and lead regular meetings with leaders and keep apprised of current recruitment efforts;
• Coordinate, schedule, and plan site visits to include itineraries, facility and community tour and welcome emails;
• Research cost effective advertising options to maximize candidate reach and impact;
• Collaborate with leaders, hiring managers and service chiefs to create accurate position intake information;
• Develop and implement retention and workforce planning programs to positively impact loss rates;
• Create customized onboarding experiences to seamlessly integrate new providers into VA culture;
• Apply results from data trends to inform workforce succession planning, identify critical current and upcoming critical shortages, and determine the optimal number of providers required to maintain continuity of care.

• Achieved staffing objectives by recruiting, evaluating, and hiring high quality physicians while maintaining excellent relationships with internal clients and have personally hired over four hundred providers;
• Served as mentor to four provider recruiters;
• Assisted the human resources strategic mission by ensuring quality of staff hired through effectiveness of recruitment and selection techniques;
• Established customized recruitment plans regularly while keeping apprised of current and upcoming needs;
• Identified and secured solid applicant pools through networking, organizing, and attending events and job fairs, establish relationships with appropriate associations including professional and alumni groups, as well as utilizing social media and job boards;
• Managed applicants through a professional full-cycle recruitment process including the conducting of appropriate screening, conducting interviews and created site visit details, coordinated scheduling; arranged travel, lodging and community tours, created LOI, closed offer, and transitioned the applicant smoothly and professionally to start date;
• Guided candidates through selection process, credentialing, privileging, and onboarding phases with a strong focus on created a positive candidate experience on behalf of the health system
• Consistently recognized by physicians and leadership for outstanding recruitment efforts and results;
• Managed physician and executive scheduling requirements for pending site visits;
• Attended national society conferences, presented to residents and fellows on regular basis;
• Completed accurate and detailed position intakes, as well as robust prescreen to ensure best fit of placement.

Company Overview: Jerome, ID

• Aligned business objectives with employees and management, while serving as a consultant, and collaborated directly with executive team to develop consistent Human Resource policies, and built human resource department from scratch;
• Conducted investigations and made recommendations regarding issues of staff disputes or misconduct;
• In-depth knowledge of collaborative management approach coupled with effective visioning and counseling skills that steered organizational growth and goal achievement;
• Lead recruiting functions and talent acquisition tasks for eleven different locations with strong working knowledge of state and federal guidelines;
• Created and maintained all facets of employee benefits administration and implemented new ATS;
• Provided managers and supervisors with consistent and legal implementation of policies and law;
• Consistently demonstrated leadership in developing and maintaining a fair and consistent company culture;
• Created and evaluated policies to ensure all employees followed federal and corporate rules and company mission;
• Maintained knowledge by attending professional and technical educational seminars and workshops; review publications; established solid professional and personal networks within the industry;
• Documented complaints performed interviews and investigations and determined the appropriate course of action.

• Scheduled and organized phone and site interviews, and presented at new employee orientation weekly;
• Researched and attended job fairs, conferences, and recruitment opportunities;
• Led weekly manager meetings to discuss recruiting needs and managed high workload independently;
• Planned, organized, and hosted in-house hospital career fairs to attract new talent;
• Created attractive and effective ads and researched placement locations for maximum exposure;
• Provided guidance, coaching, and support to management team of thirty regarding employee performance and behavioral issues;
• Suggested policies and practices, monitored job offers, and compensation to enhance organizational attractiveness;
• Served as the administrative point of contact between executives, managers, external clients and applicants;
• Managed large requisition flow with high received call volume, message return and correspondence routing;
• Personally hired more than 250 employees per year.