Overview SUNSHINE ADVANTAGE Job Description HR & Recruitment Specialist Strategic Talent & Workforce Growth Partner REPORTS TO Chief Executive Officer Full-Time, Exempt LOCATION Toms River, NJ Position Summary Sunshine Advantage is hiring a HR & Recruitment Specialist who operates as a strategic partner to the CEO and leadership team — not a task implementer, but a visionary who owns the full lifecycle of talent acquisition, employer branding, and workforce planning across our growing portfolio of behavioral health and healthcare service lines. This role is responsible for posting, promoting, budgeting, monitoring, and continuously optimizing every open position in the company — from BTs, BCBAs, and BCaBAs to peer support specialists, clinicians, billing, and administrative hires. The right candidate understands our business model at a deep operational level, anticipates hiring needs before they become crises, and brings forward initiatives that strengthen our talent pipeline and employer brand. Key Responsibilities 1. Recruitment Strategy & Execution • Own the full recruitment lifecycle — sourcing, posting, screening, interview coordination, offer, and onboarding handoff — for all company positions across clinical, billing, administrative, and leadership tracks. • Build and maintain active pipelines for high-volume and hard-to-fill roles (BT, BCBA, BCaBA, peer support, clinicians, billing specialists), ensuring no dependency on reactive hiring. • Develop and continuously optimize job postings with compelling copy, accurate role framing, and strong employer branding across Indeed, LinkedIn, ZipRecruiter, Handshake, specialty boards, and community/referral channels. • Run structured intake conversations with hiring managers and department heads to capture true role requirements, success metrics, and timeline expectations before a single post goes live. • Secure and coordinate interviews across multi-stakeholder panels, manage candidate communication end-to-end, and protect the candidate experience at every stage. 2. Budget Ownership & Performance Monitoring • Own the recruitment budget — job board spend, sponsored postings, event costs, referral bonuses, and agency usage — with monthly reporting on cost-per-hire, time-to-fill, source-of-hire, and ROI by channel. • Monitor and analyze funnel metrics weekly: applicants, qualified candidates, interviews scheduled, offers extended, offers accepted, and first-90-day retention. • Reallocate spend proactively based on performance data — kill underperforming channels, double down on what converts, and bring recommendations forward rather than waiting to be asked. 3. Digital Events & Employer Branding • Plan, promote, and execute digital recruitment events — virtual open houses, hiring webinars, career fairs, BCBA meet-and-greets, and regional information sessions. • Coordinate with the digital marketing team on event landing pages, email campaigns, paid social promotion, and post-event follow-up sequences. • Build Sunshine Advantage employer brand through consistent storytelling across social platforms, employee testimonials, day-in-the-life content, and authentic culture marketing. 4. Cross-Functional Coordination • Partner closely with the Intake & Placement Department to align hiring velocity with case load, referral flow, and geographic placement demand — hiring ahead of intake, not behind it. • Work alongside digital and boots-on-the-ground teams — marketing, community liaisons, school outreach — to coordinate recruitment messaging with broader company initiatives and ensure channel consistency. • Maintain tight communication loops with department heads on open roles, candidate pipelines, offer status, and onboarding timelines. 5. Strategic Vision & Initiative • Understand the business model — service lines, reimbursement structures, credentialing requirements, state-specific regulatory frameworks, and expansion roadmap — well enough to anticipate hiring needs tied to new contracts, new locations, or new service lines (peer support, OMHC, home visiting, etc.). • Bring forward initiatives preemptively — referral program redesigns, university partnerships, community pipeline builds, retention-focused hiring practices, grow-your-own credentialing pathways, and DEI-informed sourcing strategies. • Collaborate with leadership on workforce planning, compensation benchmarking, and organizational design as the company scales across states. 6. Compliance & Systems • Maintain full compliance with EEOC, NJDOL, HIPAA, and state-specific healthcare hiring regulations across all recruitment activity. • Operate the ATS and scheduling AI tools fluently — no tool goes underutilized on this role. • Maintain clean, audit-ready documentation — Experience Statement Forms, I-9s, offer letters, background check records, and onboarding checklists. Required Qualifications • 3+ years of full-cycle recruiting experience, with at least 1 year in healthcare, behavioral health, or ABA services strongly preferred. • Demonstrated ownership of recruitment budgets, including job board management, sponsored post optimization, and ROI tracking. • Hands-on experience running digital recruitment events and virtual hiring campaigns. • Fluent with ATS platforms, scheduling automation tools, and core HR tech stacks. • Strong understanding of EEOC, NJDOL, and healthcare-specific credentialing and compliance requirements. • Excellent written and verbal communication — capable of writing compelling postings, running polished candidate interactions, and representing leadership in external-facing recruitment. • Analytical fluency — comfortable building and reading recruitment dashboards, not just filling out status reports. Preferred Qualifications • Experience recruiting BCBAs, BCaBAs, BTs, peer support specialists, or Medicaid-billing clinical staff. • Background in multi-state healthcare hiring and familiarity with state licensure/credentialing frameworks. • Prior exposure to employer branding, content marketing, or recruitment marketing strategy. • PHR, SHRM-CP, or equivalent certification. Who Will Thrive in This Role This is a high-autonomy, high-accountability role. The right person is not waiting for a task list — they build the task list. They see gaps before others point them out. They bring three ideas to every problem, run numbers before making asks, and treat the recruitment budget like their own money. They are equally comfortable writing a polished CEO-audience memo, running a virtual hiring event for 200 attendees, debugging a broken job posting at 9 PM, and sitting in a strategy meeting about service line expansion and walking out with a clear hiring plan. They understand that in healthcare services, the team is the product — and they take ownership of that reality. Compensation & Benefits • Competitive base salary commensurate with experience • Performance bonus structure tied to time-to-fill, cost-per-hire, and retention metrics • Health, dental, and vision coverage • Paid time off and holiday schedule • Direct executive-level exposure and meaningful input on company growth strategy • Opportunity to help build and scale a growing multi-state healthcare services company How to Apply Submit a resume, a short cover letter explaining why this role fits you, and one example of a recruitment initiative you built or improved — along with the measurable outcome. Sunshine Advantage is an Equal Opportunity Employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other protected characteristic. Skills needed: budjeting, human resources, management, marketing, recruitment