Title: Sourcing Strategist Location: AZ United States time type Full time job requisition id R4442008 Primary City/State: Mesa, Arizona Department Name: Provider Recruitment-Corp Work Shift: Day Job Category: Human Resources Innovation and highly trained staff. Banner Health recently earned Great Place To Work® Certification™. This recognition reflects our investment in workplace excellence and the happiness, satisfaction, wellbeing and fulfilment of our team members. Find out how we’re constantly improving to make Banner Health the best place to work and receive care. In this role, the sourcing strategist will partner with recruiters, stakeholders, and leadership to design sourcing strategies for Physician and Advanced Practice Providers for the Banner Health system. This includes creating and drafting position ads, reviewing market trends, participating in strategy discussions, and conducting the initial vetting of candidates. Monday - Friday 8am - 5pm This position is remote for candidates residing in Arizona and Colorado. Within Banner Health Corporate, you will have the opportunity to apply your unique experience and expertise in support of a nationally-recognized healthcare leader. We offer stimulating and rewarding careers in a wide array of disciplines. Whether your background is in Human Resources, Finance, Information Technology, Legal, Managed Care Programs or Public Relations, you'll find many options for contributing to our award-winning patient care. POSITION SUMMARY This position aligns the overall sourcing strategies for the organization with all open positions. This position works closely with sourcing leadership to engage in discussions with stakeholders and external experts to identify and implement a sourcing strategy aimed at generating candidate flow. CORE FUNCTIONS 1. Represents the Talent Acquisition (TA) team in stakeholder discussions related to recruitment needs and exhibits diplomacy, tact and an executive presence in all interactions. 2. Develops appropriate sourcing strategies based on market review and the organization’s open positions taking into consideration local and national availability of these candidates. Collaborates with TA/Recruitment staff members and leadership to implement best practices for sourcing strategies, maintaining a “cutting edge” approach to how this can be successfully accomplished using all available tools and resources. 3. Identifies trends and expertise in the external marketplace for attracting the best talent through ongoing research and networking efforts. Networks with external sources to continually improve and enhance relationships, as well as maintain the company’s presence in the market. 4. Utilizes internal applicant tracking system and extracts data to properly identify organizational trends. Communicates national and internal trends to key stakeholders. This includes utilizing data and presenting recommendations that incorporate appropriate measures to enhance sourcing approaches and tactics. 5. Assists in the management of the advertising and sourcing funds while monitoring and tracking closing the return on investment (ROI) of all sourcing activity. 6. Ensures that the ROI of the sourcing activities is reported on a monthly basis. Utilizes data to develop the annual sourcing plan, which includes but is not limited to, funds for attendance at conferences, utilization of sourcing programs, job boards, printed material and all other types of marketing related to job postings. 7. Ensures a strategy map is available for all positions and refreshes the strategies, as needed. 8. Maintains a current professional knowledge and understanding of national sourcing strategy trends by attending educational workshops/conferences, reviewing professional publications, establishing personal networks, and participating in professional societies. Demonstrates innovation related to how the organization can take advantage of these sourcing strategies and solutions while being fiscally responsible. 9. Works under general supervision and primarily has departmental responsibilities. Interacts with other departments in order to recruit employed positions for physician, clinical, non-clinical and leadership positions within Banner Health. Customers are internal and external physician and executive candidates, all applicants, recruitment staff, senior management, company stakeholders, agencies and publishers. MINIMUM QUALIFICATIONS Must possess a strong knowledge of strategic sourcing, recruitment, marketing and advertising as normally obtained through the completion of a bachelor’s degree in business, human resources management or related field. Must possess strong knowledge and background in sourcing and/or recruiting as typically demonstrated through three to five years sourcing/recruitment related experience. Must also possess demonstrated skill in conducting research, performing analysis, and identifying recruitment/sourcing strategies to generate candidate leads. Must have proven success working in a high volume, multi-faceted environment managing multiple projects that require exceptional customer service, critical thinking, attention to detail, and multi-tasking. Must demonstrate excellent interpersonal communication skills and a professional demeanor at all times. Must demonstrate advanced knowledge of Microsoft Office Suite package. PREFERRED QUALIFICATIONS Additional related education and/or experience preferred. EEO Statement: EEO/Disabled/Veterans Our organization supports a drug-free work environment. Privacy Policy: Privacy Policy

• Source and identify SAP talent using LinkedIn, job portals, and internal ATS. • Build strong talent pipelines and engage candidates proactively. • Coordinate with recruiters and hiring managers to understand role requirements and timelines. • Map target companies and proactively identify niche SAP talent across SAP modules. • Use advanced Boolean search strategies to improve sourcing effectiveness on LinkedIn and job portals. • Maintain and regularly update talent pools in ATS for future and repeat hiring needs. • Conduct market research to track talent availability, skill trends, and competitor hiring patterns. • Engage passive candidates through personalized outreach and build long-term relationships. • Screen profiles quickly to ensure alignment on skills, experience, and compensation expectations. • Partner closely with recruiters to refine sourcing strategies based on role difficulty and timelines. • Leverage referrals, internal databases, and networking channels to expand the candidate pipeline. • Ensure a strong candidate experience during initial touchpoints and sourcing interactions. • Conduct targeted headhunting from competitor companies and relevant industry segments. • Perform X-ray searches to find hidden or non-visible candidate profiles beyond traditional search filters.

• Define and build short and long-term strategies for the staffing placement function using survey results, focus groups, and capacity requirements. • Establish team structures, including the division of staffed associates and clients across the team. • Develop and implement process flows to ensure consistency across client accounts. • Foster communication, collaboration, and knowledge sharing across the Staffing Management team. • Resolve team conflicts and support a productive team environment. • Ensure effective workload planning and prioritization across team members. • Ensure accurate capture of associate information within the appropriate information management systems. • Collaborate with associates and Staffing Managers to resolve client, collaborator, performance, and conflict-related issues. • Deliver client feedback to associates and support the development of action plans to address concerns. • Build trusted relationships with associates and provide impartial support and guidance. • Identify training requirements across the associate workforce and partner with People Operations to facilitate training initiatives. • Manage associate rewards and recognition initiatives, including celebrations, support during crises, and recognition of achievements. • Address associate queries relating to systems, processes, and procedural changes. • Build and maintain strong relationships with clients where associates are placed. • Gather client feedback to support associate performance management and expectation alignment. • Facilitate conflict resolution between associates and clients, escalating where necessary. • Review associate hours and actively manage client budgets and expectations. • Negotiate program renewals and change requests for placed associates. • Share relevant client and operational knowledge with account direction and other service lines. • Drive onboarding processes for new clients, including pre and post-engagement workflows and implementation across divisions. • Define and manage engagement strategies for both small and large client groups, including town halls and community touchpoints to support organizational culture alignment. • Manage communication flow to staffed associates while maintaining a strong focus on associate experience. • Leverage associate relationships to encourage collaboration, networking, knowledge sharing, and community engagement across client accounts. • Partner with cross-functional teams to implement systems, processes, and procedures impacting associates and clients. • Identify opportunities for business growth and support the delivery of strategic projects and new service initiatives. • Review associate metrics and operational data to support business strategy, planning, and decision-making.

• Lead detailed intake meetings with hiring managers to determine position specifications, providing relevant market data and recommendations. • Collaborate with internal stakeholders and departments to develop and manage recruitment marketing and sourcing strategies. • Evaluate candidate profiles against position requirements and deliver strong candidate slates, while building talent pipelines. • Keep candidates engaged throughout the process with timely updates on their progress. • Partner with hiring leaders to determine offer details, using market data and compensation guidelines to support recommendations. • Mentor Recruiters and other team members.