Talent Pipeline & Strategic Partnerships Specialist

Summary: The Talent Pipeline & Strategic Partnerships Specialist serves as a strategic partner within Talent Acquisition to develop and strengthen external talent pipelines that support the current and future workforce needs of Rogers Behavioral Health. The position builds relationships with colleges, universities, technical schools, high schools, community organizations, and other strategic partners to identify and engage emerging talent.

The Specialist partners with Talent Acquisition leaders, recruiters, and business leaders to understand workforce needs and translate those needs into targeted campus and talent pipeline strategies. The role serves as a bridge between Campus and Talent Acquisition, connecting external talent development opportunities with current and future recruitment needs. Job Duties & Responsibilities : Strategic Talent Pipeline Development Partner with Talent Acquisition leaders and recruiters to identify hard-to-fill and high-priority positions that may benefit from campus talent pipelines.

Research academic programs, schools, student populations, and emerging talent markets aligned with Rogers' workforce needs. Identify and prioritize feeder schools and programs based on hiring needs, talent availability, geographic considerations, and historical outcomes. Develop targeted campus strategies to support current and future workforce needs. Research industry and competitor practices to identify new approaches to early-career talent development.

Present findings and recommendations to Talent Acquisition leadership. College & Strategic Partnerships Develop and maintain relationships with colleges, universities, technical schools, faculty, career services, academic programs, and student organizations. Identify opportunities to build relationships beyond existing internship and affiliation partnerships. Develop partnerships that increase Rogers' visibility among targeted student populations.

Identify opportunities for Rogers to provide meaningful value to students through career development and professional engagement. Explore opportunities including: Resume workshops Mock interviews Career panels Classroom presentations Student organization engagement Virtual events Program-specific recruiting activities Maintain accurate records of strategic school relationships and engagement activity.

Campus Recruitment & Career Fairs Develop and maintain an annual campus engagement strategy and calendar. Evaluate career fairs and other events based on workforce needs, target populations, cost, and expected return. Recommend which events Rogers should attend, which should be discontinued, and where alternative engagement strategies may be more effective. Coordinate appropriate Rogers representatives for selected events.

Partner with recruiters, hiring leaders, and subject-matter experts to ensure students receive relevant and authentic information about careers at Rogers. Represent Rogers at selected career fairs and campus events. Develop strategies to capture and follow up with student leads. Talent Acquisition Partnership Serve as a strategic resource to recruiters regarding campus talent sources and emerging talent markets.

Connect campus opportunities to specific recruitment needs. Identify opportunities for recruiters and business leaders to engage directly with targeted student populations. Coordinate handoff of qualified student leads to the appropriate recruiter. Maintain awareness of organizational hiring priorities and adjust campus strategy accordingly. Build a seamless connection between early-career talent attraction and full-time recruitment.

Data & ROI Track campus engagement, partnerships, student leads, applications, hires, and other relevant outcomes. Evaluate the return on investment of career fairs, partnerships, and campus activities. Identify high-performing schools, programs, and events. Make recommendations based on data and outcomes. Develop regular reporting for Talen