Remote Director of Staffing bei AMN

Job Description

Welcome to AMN Healthcare: Where Your Career Becomes the Next Big Success Story!

Ever wondered what it takes to build one of the largest and most successful healthcare staffing and total talent solutions companies?  It takes trailblazers, innovators, and amazing people like you.  At AMN Healthcare, we don’t just offer jobs; we pave the way for incredible careers.

Why AMN Healthcare?  Because You Deserve the Best:

Forbes Recognition: We don’t just make lists; we make headlines.  AMN Healthcare proudly claims a spot on Forbes’ prestigious lists not once, but twice!  We’re among the “Best Large Employers for Women,” a testament to our commitment to excellence.

• SIA Approval: Acknowledged by Staffing Industry Analysts (SIA) as one of the “Rapidly Advancing Staffing Firms,” we have no plans to decelerate in the future.
• Incredible Futures: Join a team that doesn’t just talk about building the future; we’re shaping it.  Discover how AMN Healthcare is crafting incredible futures, one amazing career at a time.

The Director, Staffing leads, develops, and oversees daily team operations in support of Nursefinders and AMN Managed Services strategy by coaching individual and leader performance, creating an inspired team dynamic to execute production targets and lead strategic initiatives, in alignment and partnership with Nursefinders’ leadership – in order to grow team performance ultimately impacting fill rate, market share, revenue and profit.

Job Tasks

• Hold team members and leaders accountable to develop new skills and increase production through motivation, coaching and the Performance Improvement Plan process in order to build demonstrable confidence and skill
• Develop innovative project plans to increase divisional revenue and profitability by designing new approaches and/or processes that meet ROI benchmarks.
• Takes the lead to formalize department vision into actionable plans and initiatives that impact team-building, department culture, cross-functional communication and talent retention.
• Lead cross-functional meetings, sometimes on behalf of senior leadership, to discuss, design and implement division initiatives, process changes and team development opportunities.
• Facilitate team meetings to cascade strategic updates, process changes and skill development opportunities.
• Interpret and translate divisional & enterprise-wide company goals in terms of operations plans and production expectations for team members.
• Set individual production targets that align with operations plan in order to drive individual performance of recruiters.
• Track and report industry trends to achieve competitive edge in marketplace, by obtaining competitive intelligence (e.g. market share information) and industry practices in order to implement training and practices that outpace competitors.
• Manage costs and resources according to monthly budget and financial outcomes. Exercise a cost-containment approach to increase efficiency and impact gross profit.
• Oversee and conduct training for Mentors using train the trainer approach to model best practices by observing and providing coaching in order to continuously improve training delivery.
• Assess department training needs through shadowing and performance data in order to develop & implement results-based training curriculum that addresses performance gaps.
• Create a team atmosphere with a highly engaged sales culture
• Manage headcount through ongoing performance evaluations (PSP process) according to competency and productivity standards in order to maximize staff production efficiently
• Interview internal and external candidates for hiring.
• Partner with team member to discuss career interests and development needs leveraging the IDP process in order to agree upon action steps that support personal, professional and business growth.
• Develop and implement new programs to broaden and diversify candidate database in partnership with marketing team.
• Evaluate the effectiveness of specific sourcing and recruitment practices by inspecting processes and quantifying conversion and return on investment in order to determine viability.
• Analyze critical indicators on an ongoing basis so communicate progress towards weekly goals and metrics
• Handle escalated clinician issues by speaking directly with the HP, resolving, diffusing, negotiating in order to retain the HP’s business.
• Leadership role in assessing, improving and implementing business processes to take advantage of market opportunities.
•  Leverage industry expertise by referencing local and national healthcare staffing trends to gain credibility and influence in order to identify more sales opportunities thru RD’s and WFS Sales Team
• Reinforce strategic initiatives and trainings at the desk by observing, coaching and sharing in order to influence new approaches and strategies are implemented.
• Formulate, propose and execute ideas and solutions to overcome people, resource and competitive obstacles.

Education, Certifications & Experience

Minimum Education/Certifications: 

• High school diploma or equivalent

Preferred Education/Certifications:

• Bachelor’s degree

Minimum Experience: 

• 3 years management experience
• 3 to 5 years sales experience in the service industry and/or recruiting experience

Pay Rate

Final pay rate is dependent on experience, training, education, and location.

This position may include additional compensation such as bonus or commission.  Please ask your recruiter for more information.