Recruiting & Onboarding Operations Lead (Part-Time, Remote AK/WA)

About Identity Identity is a multi-site outpatient healthcare nonprofit providing primary care and therapy, built to expand access for LGBTQIA2S+ communities. We’re growing across Alaska and Washington and need hiring and onboarding to be reliable,. Why this role exists Right now, recruiting and onboarding is owned by the Executive Director. That model doesn’t scale. We need a Talent Operations leader who owns the hiring operating system, keeping multiple requisitions moving at once, protecting start dates, and coordinating Identity’s side of credentialing, so providers and staff start ready to work. No direct reports. High accountability. High autonomy. You’ll work directly with the ED, Medical Directors, and clinic leaders. Near-term priorities (what you’ll be hiring for) Over the next 90–150 days, Identity is hiring across Alaska and Washington, including: multiple therapists with tight start dates, Primary care providers (PCP hiring pipeline), Medical Assistants and Front Desk. Some roles require credentialing and have immovable start dates, your job is to keep the critical path moving and escalate early when risk appears. What you’ll do Run the hiring engine (pipeline → interview → offer) • Maintain job postings and applicant tracking across roles and locations • Coordinate structured interview loops and scheduling; reduce drag and stalled decisions • Ensure scorecards/feedback are completed on time and decisions stay on a timeline • Coordinate references and candidate communications through offer acceptance Own offer-to-start execution (the “no-drop zone” • Drive post-offer steps: welcome communication, document collection, background checks (as applicable), start date confirmation, onboarding calendar • Push internal owners to complete onboarding steps with deadlines (Clinic Supervisor, Medical Directors, payroll/compliance owner) • Flag and escalate risks early when something threatens start-date readiness Coordinate credentialing (Identity-side ownership) Identity uses a credentialing vendor. You own Identity’s side: • Launch credentialing packet collection immediately upon offer acceptance • Coordinate CAQH access/attestation readiness, licensing documentation, IDs, CV/work history, malpractice/claims history (as applicable), and payer-specific forms required by the vendor • Track milestones and payer effective dates; maintain a single visible status by provider • Escalate stalled items early with specific asks (candidate follow-up, vendor escalation, missing documents) Keep candidates warm (measured standard, not a vibe) • Set clear expectations for timelines and next steps at each stage • No-ghosting standard: no active candidate goes more than 5 business days without a proactive update (documented) • Maintain a light warmth cadence so strong candidates don’t go cold: • Pivotal roles: 2 touchpoints/week while in process • BAU roles: weekly touchpoints while in process • After offer: weekly touchpoints through start date (more if credentialing delays emerge) • Candidate drop-off due to silence is treated as a process failure and corrected. Your operating system (how work gets managed) You will run a simple, disciplined system: • Single source of truth tracker (Google Sheets) for requisitions, starts, owners, deadlines, and risk status • Asana action log for tasks and follow-ups • Weekly written summaries: hiring pipeline + credentialing status + decisions neededOperating rule: meetings are timeboxed; the tracker is the product; defaults to asynchronous updates. Service-level expectations (SLAs) • Interviews scheduled within 3 business days once interviewer availability is provided (and you actively drive availability collection) • Post-offer packet launched within 1 business day of acceptance • Credentialing packet complete/submitted within 3 business days of acceptance (candidate-caused delays documented) • Risk escalation: Yellow flagged ≥10 business days before start; Red when start/billing readiness is at risk • Candidate update SLA: no active candidate goes >5 business days without an update Required qualifications (aim for 80%+ match) • 2+ years in recruiting coordination, onboarding, HR operations, or program coordination • Strong project management and follow-through (you close loops) • Comfort handling confidential documentation and sensitive conversations • Clear written communication; able to drive closure without creating friction • Tool fluency: Google Workspace (Drive/Docs/Sheets), calendar scheduling, and a task tracker (Asana preferred) Preferred • Healthcare hiring experience (therapists/providers strongly preferred) • Familiarity with credentialing concepts (CAQH, payer enrollment timelines) • Experience supporting multi-site or multi-state teams First 30 days (non-negotiable outcomes) • Hiring/onboarding tracker live and used daily • Standardized interview loops + scorecards in place for active requisitions • Credentialing vendor cadence established (weekly status format) • Offer-to-start workflow running with owners, deadlines, and early risk flags Job Type: Part-time Pay: $26.00 - $32.00 per hour Expected hours: 20 per week Work Location: Remote Apply tot his job Apply To this Job