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.

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