Liberty Behavioral Community Services, Inc

Recruitment

• Develop and implement effective recruitment strategies aligned with organizational growth and workforce needs
• Manage full-cycle recruitment for corporate, administrative, and program support roles
• Partner with leadership to forecast hiring needs and develop proactive recruitment plans
• Source candidates through job boards, social media, networking, referrals, and creative sourcing strategies
• Build and maintain strong, diverse talent pipelines for current and future hiring needs
• Develop outreach strategies for hard-to-fill roles across multiple states
• Review, screen, and evaluate resumes and applications
• Present qualified candidate shortlists to hiring managers and leadership
• Participate in interviews and provide recommendations on candidate selection
• Coordinate and schedule interviews; prepare interview materials for hiring teams
• Guide hiring managers through the recruitment process and best practices
• Collaborate with HR and leadership on offers, including compensation, start dates, and employment terms
• Support onboarding processes to ensure a smooth and positive new hire experience
• Maintain consistent communication with candidates throughout the hiring process
• Serve as a primary point of contact for recruitment-related inquiries
• Ensure all recruitment practices comply with federal, state, and local employment laws
• Maintain accurate records in ATS and HRIS systems
• Continuously improve recruitment processes, workflows, and candidate experience
• Partner with HR and leadership to develop job descriptions and hiring criteria
• Support employer branding initiatives to position Liberty as an employer of choice
• Represent the organization at job fairs, networking events, and community outreach efforts.

Corporate Talent Acquisition Specialist

Director

• Provide strategic leadership and oversight of all intakes, admissions, and referral management functions across the organization
• Develop and execute a national intake and admissions strategy aligned with organizational goals
• Standardize intake processes across all sites and programs
• Establish KPIs (referral-to-admission rate, intake cycle time, no-show rates, etc.)
• Lead continuous quality improvement initiatives
• Oversee all referral, intake, eligibility, and admissions processes
• Ensure timely response to referrals and efficient client onboarding
• Manage capacity tracking and placement coordination
• Implement standardized workflows and documentation practices
• Ensure compliance with state and federal regulations, licensing and accreditation standards, and HIPAA and confidentiality requirements
• Monitor audits and maintain documentation integrity
• Develop and enforce intake policies and procedures
• Supervise and support regional intake managers and teams
• Provide coaching, training, and performance management
• Build a high-performing, client-centered intake culture
• Develop staffing models to meet demand
• Analyze intake and admissions data to identify trends and gaps, improve conversion rates, and reduce wait times
• Create and present regular performance reports to leadership
• Utilize dashboards and reporting tools
• Oversee intake-related systems (EHR, CRM, referral platforms)
• Partner with IT to optimize workflows and automation
• Ensure accurate and timely data entry and reporting
• Build relationships with schools, regional centers, hospitals, and community partners
• Ensure strong referral pipelines and communication
• Support outreach and growth initiatives
• Ensure a welcoming, efficient, and trauma-informed intake process
• Reduce barriers to access
• Address client and family concerns promptly

National Director – Admissions and Intake

Business Development Rep

• Design and execute a statewide referral strategy to meet monthly intake targets (100+ new clients).
• Prioritize territories based on population density, Regional Center activity, and payer contracts.
• Align BD efforts with clinical capacity to avoid over-promising or under-delivering.
• Manage Regional BD Directors (3–4): Set quotas, review weekly pipelines, and coach on territory management.
• Oversee BD Liaisons indirectly via Regional Directors: Ensure each liaison manages 8–10 pediatrician offices and 2–3 Regional Centers effectively.
• Build executive-level relationships with Regional Center Executive Directors and large pediatric groups (e.g., CHLA, Sutter, Stanford Children's).
• Negotiate Preferred Provider List (PPL) placements with major insurers (Anthem, Aetna, HealthNet, Medi-Cal plans).
• Track and report weekly KPIs per region: Referrals generated, Client starts, 60-day retention rate (target >85%), Conversion rate (referral → authorization → start).

Corporate Talent Acquisition Specialist

National Director – Admissions and Intake

Business Development Executive