• Analyze the current business requirement and processes and recommend / develop solutions to meet the client needs • Design, configure and document SAP SuccessFactors Talent Acquisition modules (Recruiting, Onboarding 2.0) based on business requirements • Assist in developing functional specification for any required Talent Acquisition developments • Assisting in testing process (developing and maintaining test scripts and scenarios) in order to discover errors and issues in business processes, documentation or user's lack of experience • Assisting in application support, system testing and training of end users

Prepare and host engaging on-air content while collaborating with the program director to develop relatable material. Manage audio operations and participate in promotional events to enhance audience connection and revenue opportunities.

• Source, attract, screen and hire candidates for frontline community health roles across the U.S. • Create job listings in Workable and manage applicant pipelines. • Build and maintain a pipeline of qualified candidates for high-volume and recurring roles • Conduct phone screens to assess candidate qualifications, availability, and cultural fit and make recommendations • Maintain accurate and up-to-date candidate records within our Applicant Tracking System (Workable) • Close 8-10 roles per month • Coordinate and schedule interviews between candidates and hiring managers • Serve as a primary point of contact for applicants throughout the hiring process • Perform thorough reference checks and summarize findings for hiring managers • Assist with offer letter preparation and pre-employment documentation • Partner with HR and hiring managers to ensure a smooth transition from offer acceptance to Day 1

• Own sourcing and pipeline development for CHW roles across PA, NJ, TN, TX, CA, and SC — leveraging established relationships with certifying bodies, training programs, and community networks • Bring or build and maintain active partnerships with state-level CHW resources including PA AHEC, the NJ DOH Colette Lamothe-Galette CHW Institute, NCHWTC at Texas A&M, Calbright College (CA), and the South Carolina Community Health Worker Association • Drive community-based sourcing through local nonprofits, faith-based organizations, health fairs, and word-of-mouth referral networks in each market • Conduct phone screens and competency-based assessments aligned to CHW core competencies and the specific needs of each hiring market • Consistently close 20–30 CHW roles per month across all active markets • Serve as the primary recruiting partner for hiring managers across multiple geographies, providing market intelligence and advising on realistic hiring timelines and pay positioning • Guide candidates through the full hiring process with a high-touch, mission-aligned approach that reflects Wider Circle’s commitment to the communities we serve • Facilitate interview scheduling for candidates with hiring managers and directors. • Perform reference checks and deliver clear, structured summaries to hiring decision-makers. • Lead consensus meetings to arrive at consistent and efficient hiring decisions. • Extend offers to and successfully close candidates. • Track CHW certification and workforce developments across active and emerging states, flagging changes to certification requirements, pipeline constraints, or pay trends that could affect hiring • Provide regular market intelligence to the TA team and leadership on CHW talent availability, competitive positioning, and sourcing effectiveness by market • Recommend and test new sourcing channels in each market, including partnerships with community colleges, workforce development programs, and Medicaid managed care training initiatives • Maintain accurate, real-time candidate records in our ATS (Workable) with disciplined tracking of source, stage, and close rate by market • Prepare weekly recruiting dashboards tracking open requisitions, pipeline health, time-to-fill, and closes by state • Identify and surface patterns in sourcing performance and candidate quality to continuously improve the CHW recruiting playbook • Partner with HR and hiring managers to ensure smooth handoff from offer acceptance through Day 1, with particular attention to credential verification and state-specific onboarding requirements • Support background check coordination and required documentation for CHW roles