Job Description:\n\nJOB DESCRIPTIONTALENT ACQUISITION, ONBOARDING & CREDENTIALING SPECIALISTABOUT LIFELINE CONNECTIONS Lifeline Connections is a community-based behavioral health organization that specializes in providing confidential and compassionate care to individuals who experience substance use and/or mental health conditions. Our Vision — As the premier provider of substance use and mental health services in the Pacific Northwest, we are respected and the most trusted resource for behavioral health treatment and whole-person care. We provide a comprehensive continuum of coordinated quality services, foster enduring relationships, and empower our communities to truly thrive. Our Mission — Through superior customer service, high-quality programs, and well-trained and dedicated staff, we inspire hope and support lifesaving changes for people affected by substance use and mental health conditions.POSITION INFORMATION Position Title: Talent Acquisition, Onboarding & Credentialing SpecialistDepartment: Human ResourcesReports To: Human Resources DirectorEmployment Status: Full-TimeFLSA Status: NonexemptCompensation: Up to $28.00 per hourSupervisory Responsibilities: NoneWork Location: Vancouver Washington, On-Site/HybridTravel Requirements: Periodic travel between Lifeline Connections locations and attendance at career fairs, educational institutions, hiring events, and community recruitment activitiesPOSITION SUMMARY The Talent Acquisition, Onboarding & Credentialing Specialist coordinates Lifeline Connections’ recruitment, candidate selection, pre-employment screening, onboarding, and workforce credential-verification processes for employees, interns, students, and volunteers. This position serves as a primary administrative point of contact for candidates and hiring managers throughout the recruitment and onboarding process. The Specialist posts approved vacancies, sources and screens applicants, coordinates interviews, initiates required background and qualification checks, prepares onboarding documentation, facilitates new-hire orientation, and maintains accurate recruitment, personnel, and credentialing records. The Specialist also coordinates internship and volunteer placements, monitors credential and certification expiration dates, communicates outstanding requirements, and supports personnel-file and credentialing audits. The position works under the direction of the Human Resources Director and escalates hiring exceptions, credentialing concerns, adverse background-check findings, policy questions, and other higher-risk matters for review. The Specialist must demonstrate accuracy, confidentiality, responsiveness, sound judgment, and the ability to manage a high volume of candidates, vacancies, deadlines, and records within a regulated behavioral health environment.ESSENTIAL DUTIES AND RESPONSIBILITIES1. Recruitment and Staffing Support Coordinate recruitment activities for approved employee, intern, student, and volunteer openings. Consult with hiring managers to confirm position requirements, minimum qualifications, schedules, work locations, recruitment priorities, and anticipated hiring timelines. Prepare and post approved job announcements that accurately describe the position’s essential functions, qualifications, schedule, work location, and other conditions of employment. Source qualified and diverse applicants through job boards, professional associations, educational institutions, workforce-development organizations, community partnerships, social media, employee referrals, career fairs, and other appropriate recruitment channels. Maintain candidate pipelines for difficult-to-fill, high-turnover, clinical, direct-care, administrative, and leadership positions. Coordinate career fairs, hiring events, educational outreach activities, and other workforce-recruitment initiatives. Establish and maintain working relationships with colleges, universities, vocational programs, high schools, professional associations, workforce-development organizations, and community partners. Maintain current and accurate information regarding approved vacancies, candidate activity, hiring status, and recruitment outcomes. Communicate recruitment progress, delays, and barriers to the Human Resources Director and appropriate hiring managers. Recommend adjustments to recruitment sources or outreach activities when positions remain vacant or candidate pools do not meet organizational needs.2. Candidate Screening and Interview Coordination Review applications and resumes to determine whether candidates appear to meet established minimum qualifications. Conduct initial telephone, virtual, or in-person screenings using approved and job-related screening criteria. Coordinate interviews between candidates, hiring managers, interview panels, and other organizational representatives. Develop or update structured, competency-based interview questions in collaboration wi