About Wellness Equity Alliance

Wellness Equity Alliance is a national multidisciplinary health organization that designs and delivers integrated, community-based care for populations most impacted by health inequities. We do this through mobile and field-based models, providing medical care, behavioral health services, substance use treatment, harm reduction, and care coordination in nontraditional settings such as encampments, schools, reentry sites, and rural communities, as well as with sovereign tribal nations. Grounded in trauma-informed, culturally responsive, and data-driven practices, WEA combines clinical expertise, lived experience, and advanced population health analytics to reduce barriers to care, improve continuity, and strengthen local systems. We have partnered with more than 60 public agencies, managed care plans, and community-based organizations across the U.S. to implement scalable, sustainable programs that are advancing health equity and improving outcomes for historically marginalized populations.

We are known as Renegades, Rebels, Disruptors, and Dreamers. If that sounds like you, we want you on our team.

Position Details

• Reports to: Interim Chief People & Culture Officer
• Classification: Hourly, Non-Exempt
• Employment Type: Temporary full-time, with potential conversion to a permanent position
• Schedule: 40 hours per week; hybrid with two days per week in office
• Office Location: Boyle Heights, CA
• Hourly Pay Range: $25.00 – $35.00
• Supervisory Responsibility: None

Position Summary

The Talent Coordinator supports the organization’s talent acquisition efforts by coordinating and carrying out full-cycle recruitment for assigned clinical, public and behavioral health, community-based, and non-clinical positions. Working with People & Culture leadership and hiring managers, this individual sources candidates, reviews applications, conducts initial screenings, coordinates interviews, maintains accurate records in Paylocity, and supports offers and pre-employment onboarding.

The coordinator provides a responsive, respectful candidate experience and keeps recruitment activities organized, timely, and consistent with approved hiring practices. Experience recruiting in healthcare, medical, public health, nonprofit, or community-based settings is strongly preferred. This position requires sound judgment, cultural humility, discretion, and the ability to manage multiple recruitment priorities independently within established procedures.

Scope and Decision Making

The Talent Coordinator coordinates assigned recruitment activities within approved requisitions, compensation ranges, and hiring procedures. Final selection, compensation exceptions, accommodation decisions, background-check adjudication, credentialing approval, and clearance to begin work remain with the designated organizational decision makers. The coordinator identifies concerns promptly and escalates them to the appropriate People & Culture, occupational health, credentialing, or clinical leader.

Essential Duties and Responsibilities

Recruitment Planning and Hiring Manager Partnership

• Conduct intake discussions with hiring managers to clarify essential duties, required qualifications, credentials, shift coverage, work locations, interview steps, and hiring timelines.
• Review approved requisitions and job descriptions for accuracy and completeness; obtain approval before publishing or changing postings.
• Coordinate recruitment for clinical and community-facing roles such as nurses, physicians, medical assistants, behavioral health clinicians, care coordinators, and community health workers, as well as administrative and operational roles.
• Maintain requisition priorities and recruitment action plans; communicate staffing barriers, delays, and changing needs to People & Culture leadership.

Candidate Sourcing and Screening

• Post and maintain approved openings on the organization’s careers page, job boards, professional networks, and other authorized recruitment channels.
• Build candidate pipelines through referrals, targeted outreach, healthcare networks, educational institutions, professional associations, and community partnerships.
• Review applications against job-related criteria and conduct structured initial phone or virtual screens to assess qualifications, relevant experience, availability, and interest.
• Provide hiring managers with clear candidate summaries and documented screening results; use consistent criteria and avoid inappropriate or discriminatory inquiries.
• Communicate approved pay ranges and role expectations accurately; follow organizational procedures regarding compensation discussions and salary-history restrictions.

Interview Coordination and Candidate Experience

• Schedule phone, virtual, and in-person interviews; coordinate interview panels, calendars, confirmations, materials, and candidate instructions.
• Provide interviewers with approved evaluation tools and collect feedback promptly to support timely decisions.
• Maintain regular candidate communication, including status updates, follow-up, and approved disposition notices.
• Coordinate candidate requests for interview accommodations with People & Culture and designated decision makers.
• Represent the organization professionally at recruitment events, job fairs, and community outreach activities as assigned.

Offers and Pre-Employment Coordination

• Prepare or coordinate approved offer documents, route them for review, and track candidate responses and planned start dates.
• Initiate and track authorized pre-employment steps, including background screening, references, employment eligibility documentation, and role-specific requirements.
• Coordinate license and certification verification, credentialing documents, applicable exclusion checks, and occupational health requirements with the responsible departments.
• Track outstanding items and notify designated leaders of missing, expired, inconsistent, or unresolved information; do not independently approve exceptions or clearance.
• Coordinate onboarding handoffs, new-hire information, and start-date communications after required approvals are received.

Recruitment Administration and Compliance

• Maintain accurate, timely candidate and requisition records in the Paylocity Applicant Tracking System, including screening notes, interview activity, dispositions, offers, and hiring status.
• Protect applicant and employee information; use approved systems and limit access to individuals with an authorized business need.
• Coordinate confidential medical or occupational health documentation through designated channels and keep it separate from general recruitment records as directed.
• Follow approved fair-chance hiring and background screening procedures, including required authorization, timing, notices, and escalation to authorized reviewers.
• Apply consistent, job-related hiring practices and support equal employment opportunity, accessibility, and inclusive recruitment.
• Maintain recruitment records and required documentation in accordance with organizational retention practices and applicable requirements.
• Assist with templates, recruitment workflows, candidate communications, and other related People & Culture projects as assigned.

Reporting and Continuous Improvement

• Prepare regular updates on open requisitions, candidate pipelines, interview status, offers, onboarding readiness, and barriers to filling positions.
• Track metrics such as time to fill, time in recruitment stage, sourcing effectiveness, interview activity, offer acceptance, and completion of pre-employment steps.
• Identify scheduling bottlenecks, incomplete documentation, candidate drop-off, and process inefficiencies; recommend practical improvements.
• Support accurate reporting and recruitment audits by maintaining complete records and reconciling information with hiring managers and People & Culture leadership.

Required Qualifications

• At least four years of recruiting or talent acquisition experience, including candidate sourcing, application review, screening, interview coordination, and recruitment administration.
• Demonstrated ability to manage multiple requisitions and competing deadlines with strong attention to detail and reliable follow-through.
• Experience using applicant tracking systems and online recruitment tools; familiarity with Paylocity recruiting workflows.
• Strong written and verbal communication skills and the ability to build productive relationships with candidates, hiring managers, and colleagues.
• Proficiency with email, calendars, virtual meeting tools, word processing, and spreadsheets.
• Ability to handle confidential information appropriately, document decisions accurately, and exercise sound judgment within established procedures.
• Ability to work independently, remain organized, and seek guidance when a decision exceeds the role’s authority.

Preferred Qualifications

• Recruiting experience in healthcare, medical, public health, nonprofit, or community-based organizations.
• Knowledge of clinical and community health roles, including relevant licenses, certifications, specialized skills, and staffing needs.
• Familiarity with healthcare pre-employment processes, including background screening, licensure, credentialing, immunization documentation, and occupational health coordination.
• Experience recruiting for multiple locations, difficult-to-fill positions, or programs with varied shifts or around-the-clock operations.
• Experience using Paylocity to maintain candidate pipelines, recruitment reporting, and onboarding handoffs.
• Relevant coursework, a degree in human resources, business, public health, or a related field, or a recruiting/HR certification is helpful but not required.

Skills and Competencies

• Relationship building: Establishes trust and communicates respectfully with diverse candidates and internal partners.
• Organization and accountability: Keeps records current, manages deadlines, and follows tasks through to completion.
• Cultural humility: Recognizes varied backgrounds and experiences and supports fair, inclusive candidate interactions.
• Judgment and confidentiality: Protects sensitive information, uses job-related criteria, and escalates concerns appropriately.
• Problem solving and adaptability: Responds to shifting staffing needs and resolves routine process barriers with a sense of urgency.
• Service orientation: Provides clear updates and a professional candidate experience throughout the hiring process.
• Data accuracy: Uses recruitment information to identify priorities, communicate progress, and improve workflows.

Work Schedule and Hourly Expectations

This is a full-time hourly position, generally scheduled for 40 hours per week. The hybrid arrangement includes two days per week in the designated office, with the remaining scheduled work performed remotely. Specific office days, daily hours, and any event-related schedule adjustments will be communicated by the supervisor. Occasional recruitment events or interviews outside normal business hours may be assigned and are paid working time.

The employee must accurately record all time worked, including remote work, candidate communications, required meetings, and recruitment events, and follow applicable meal and rest period procedures. Overtime should be approved in advance under organizational policy; all hours worked must be reported and compensated, including overtime when applicable. Remote work requires a suitable workspace and use of approved systems to protect confidential information.

Temporary Assignment and Permanent Conversion

The role begins as a temporary assignment. Potential conversion to permanent employment will be evaluated based on organizational staffing needs, funding, position availability, demonstrated performance, recruitment results, and adherence to organizational standards. Conversion is not guaranteed. Any permanent appointment, change in pay, benefits eligibility, or employment terms will be communicated in writing.

Temporary assignment duration, employer of record, and applicable benefits will be specified in the offer or assignment documentation. Employment terms and benefit eligibility may differ if the assignment is administered through a staffing agency.

Work Environment and Essential Functional Requirements

Work is primarily performed in an office or remote setting using a computer, telephone, and virtual meeting platforms. The role requires sustained attention to detailed information, written and verbal communication, management of electronic records, and coordination of multiple schedules. Occasional attendance at recruitment events or organizational sites may be required as assigned. Essential functions may be performed with or without reasonable accommodation.

Equal Employment Opportunity and Accommodation

Wellness Equity Alliance is committed to equal employment opportunity and does not discriminate on the basis of any characteristic protected by applicable law. Reasonable accommodations are available for qualified applicants and employees in accordance with applicable requirements. Applicants who need an accommodation during the recruitment process may contact askhr@wellnessequityalliance.com.

Job Description Administration

This description outlines the primary responsibilities and qualifications of the position. Related duties may be assigned consistent with the role and organizational needs. It does not create a contract of employment or guarantee a permanent position.

Third-Party Recruiting Notice: Wellness Equity Alliance does not currently accept unsolicited resumes or candidate submissions from third-party recruiters, staffing agencies, search firms, or other external recruiting vendors. Please do not contact hiring managers or members of our People & Culture team regarding recruitment services unless you have an existing agreement with WEA.

Any unsolicited resumes or candidate information submitted without a current, authorized agreement will be considered the property of Wellness Equity Alliance, and no placement fee or other compensation will be owed in connection with any resulting hire.

We appreciate your understanding and cooperation.