Talent Acquisition Business Partner, Operations

Founded in 1977 as the Senior Care Action Network, SCAN began with a simple but radical idea: that older adults deserve to stay healthy and independent. That belief was championed by a group of community activists we still honor today as the “12 Angry Seniors.” Their mission continues to guide everything we do.

Today, SCAN is a nonprofit health organization serving more than 500,000 people across Arizona, California, Nevada, New Mexico, Texas, and Washington, with over $8 billion in annual revenue. With nearly five decades of experience, we have built a distinctive, values-driven platform dedicated to improving care for older adults.

Our work spans Medicare Advantage, fully integrated care models, primary care, care for the most medically and socially complex populations, and next-generation care delivery models. Across all of this, we are united by a shared commitment: combining compassion with discipline, innovation with stewardship, and growth with integrity.

At SCAN, we believe scale should strengthen—not dilute—our mission. We are building the future of care for older adults, grounded in purpose, accountability, and respect for the people and communities we serve.

The Job

As a Talent Acquisition Business Partner on the Talent Acquisition team you will partner closely with the business and cross functional partners to identify, evaluate and hire top talent that aligns with our organizational goals. You will leverage your expertise in recruitment strategies and market insights to attract high-quality candidates, ensuring a seamless hiring process. Your ability to build strong relationships and collaborate effectively will be key to driving our talent acquisition efforts and fostering a culture of excellence.

You Will

• Manage full-cycle recruitment for roles such as enterprise operational, corporate, and technology positions, including intake, sourcing, assessment, offer negotiation, and onboarding.
• Partner with hiring managers and business leaders to understand workforce needs, define hiring strategies, and align talent acquisition efforts with business objectives.
• Develop and execute proactive sourcing strategies to identify and engage passive and active candidates through LinkedIn Recruiter, networking, referrals, talent pipelines, and market research.
• Lead intake and calibration meetings to establish candidate profiles, required qualifications, interview processes, and hiring timelines.
• Build and maintain strong relationships with candidates, ensuring a high-quality experience through consistent communication, interview preparation, and timely follow-up.
• Advise hiring managers on talent market conditions, compensation trends, talent availability, and competitive hiring practices.
• Facilitate interview debriefs and hiring discussions, ensuring alignment on candidate qualifications and selection criteria.
• Manage multiple concurrent requisitions while maintaining service levels, quality standards, and hiring goals.
• Utilize recruiting data and analytics to monitor pipeline health, identify hiring challenges, and drive informed decision-making.
• Partner with cross-functional teams including HR, Compensation, HRIS, Talent Management, and Business Leaders throughout the hiring lifecycle.
• Ensure compliance with company policies, employment regulations, and equitable hiring practices.
• Drive continuous improvement of recruiting processes, tools, workflows, and candidate engagement strategies.
• Support workforce planning initiatives, succession planning discussions, and strategic talent acquisition projects as needed.
• Serve as a trusted talent advisor, influencing hiring decisions and providing recommendations that support long-term organizational growth.
• We seek Rebels who are curious about AI and its power to transform how we operate and serve our members.
• Actively support the achievement of SCAN’s Vision and Goals.
• Other duties as assigned.

Your Qualifications

• Full-Cycle Recruiting Expertise: 5+ years of end-to-end recruiting experience supporting high-volume operations, corporate, and specialized professional roles, from intake and sourcing through offer negotiation and onboarding.
• Strategic Talent Sourcing: Demonstrated success identifying and engaging passive talent through LinkedIn Recruiter, Boolean search techniques, talent mapping, referrals, networking, and alternative sourcing channels.
• Hiring Manager Partnership: Trusted advisor to hiring managers and business leaders, providing market intelligence, workforce planning insights, talent strategy recommendations, and guidance throughout the hiring process.
• Candidate Experience Excellence: Skilled at building strong candidate relationships through transparent communication, effective interview preparation, timely follow-up, and positive employer brand representation.
• Stakeholder Management & Influence: Proven ability to navigate complex stakeholder environments, align competing priorities, and confidently influence hiring decisions at all organizational levels, including senior leadership.
• Consultative Recruiting Approach: Partners closely with leaders to define talent needs, calibrate candidate profiles, mitigate hiring risks, and drive efficient, high-quality hiring outcomes.
• Adaptability & Prioritization: Thrives in fast-paced, evolving environments while managing multiple priorities, competing deadlines, and 20+ active requisitions simultaneously.
• Data-Driven Decision Making: Utilizes recruiting metrics, pipeline analytics, and market trends to drive hiring strategy, identify gaps, and improve recruitment effectiveness.
• Process Improvement Mindset: Continuously evaluates and enhances recruiting processes, interview practices, and workflows to increase efficiency, consistency, and candidate satisfaction.
• Diversity & Inclusive Hiring: Demonstrated commitment to attracting diverse talent pools and supporting equitable, inclusive hiring practices throughout the recruitment lifecycle.
• Technology Proficiency: Advanced experience leveraging modern Applicant Tracking Systems (Workday), CRM platforms, LinkedIn Recruiter, and recruiting technologies to drive talent acquisition success.

What's in it for you?

• Base Pay Range: $71,700 to $103,732 annually
• Work Mode: Mostly Remote
• An annual employee bonus program
• Robust Wellness Program
• Generous paid-time-off (PTO) along with 11 paid holidays per year, 1 floating holiday, birthday off, and 2 volunteer days
• Excellent 401(k) Retirement Saving Plan with employer match
• Robust employee recognition program
• Tuition reimbursement
• An opportunity to become part of a team that makes a difference to our members and our community every day!

We're always looking for talented people to join our team!  Qualified applicants are encouraged to apply now!

At SCAN we believe that it is our business to improve the state of our world. Each of us has a responsibility to drive Equality in our communities and workplaces. We are committed to creating a workforce that reflects our community through inclusive programs and initiatives such as equal pay, employee resource groups, inclusive benefits, and more.

SCAN is proud to be an Equal Employment Opportunity and Affirmative Action workplace. Individuals seeking employment will receive consideration for employment without regard to race, color, national origin, religion, age, sex (including pregnancy, childbirth or related medical conditions), sexual orientation, gender perception or identity, age, marital status, disability, protected veteran status or any other status protected by law. A background check is required.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)