Uplift Hospice is seeking a Talent Acquisition Analyst to provide hands-on recruiting and HR compliance support in Scottsdale, AZ.

Design, implement, and continuously improve scalable talent acquisition strategies and processes.
Conduct intake calls with hiring managers to define role requirements, success factors, and sourcing strategies.
Manage job posting, sourcing, resume reviews, pre-screens, and coordinate interviews.
Extend offers, support negotiations, and help maintain a seamless, positive candidate experience.
Advise hiring leaders on recruiting best practices, interview techniques, and candidate selection.
Monitor recruiting metrics such as time-to-fill, quality of hire, and pipeline health, and drive process improvements.
Support HR due diligence related to talent acquisition, employee relations risk, and compliance gaps.
Assist with recruiting integration, onboarding, and workforce transition planning for acquired entities.
Provide employee relations guidance and support during organizational transitions.
Ensure consistent application of HR policies, processes, and compliance standards post-acquisition.
Prepare and distribute offer letters using approved templates and compensation guidelines.
Coordinate pre-employment requirements, background checks, and onboarding documentation.
Support onboarding activities to ensure new hires are set up accurately and timely.
Perform other duties as assigned.

Bachelor’s degree in Human Resources, Business Administration, or a related field (Required).
HR Certification (e.g., SHRM-CP, SHRM-SCP, PHR) preferred.
3-5 years of progressive HR or Talent Acquisition experience with strong focus in recruiting, employee relations, and compliance.
Experience in hospice, home health, or multi-site healthcare organizations preferred.
Proficiency with HRIS and applicant tracking systems; experience with ADP Workforce Now and/or BambooHR a plus.
Excellent interpersonal, communication, and organizational skills.
Ability to manage multiple priorities in a fast-paced, growth-oriented environment.
High level of discretion and confidentiality with sensitive information.
Legal authorization to work in the United States.
Full-cycle recruiting experience: 3 years (Required).

Ability to sit or stand at a desk working on a computer for prolonged periods of time.
Ability to communicate effectively in person, by phone, and electronically.

Which recruiting metrics have you tracked and analyzed in previous roles, and how did your analysis influence recruiting strategies or hiring outcomes?
What ATS, HRIS, reporting, or data visualization tools have you used (e.g., Workday, Greenhouse, BambooHR), and can you describe a report or dashboard you created?
Tell me about a time you identified a recruiting problem or trend through data analysis. What did you discover, what actions were taken, and what was the outcome?

Talent Acquisition Analyst

Job Description