Who We Are

WPS Health Solutions is a leading not-for-profit health insurer in Wisconsin. Our services offer health insurance plans for individuals, families, seniors, and group plans for small to large businesses. We process claims and provide customer service support for beneficiaries of the Medicare program and manage benefits for millions of active-duty and retired military personnel across the U.S. and abroad. In 2021, WPS Health Solutions celebrated 75 years of making health insurance easier for those we serve. Proud to be military and veteran ready.

Our Culture

WPS’ Performance-Based Culture is where the great work and innovations of our people are seen, fueled, and rewarded. We accomplish this by creating an inclusive, empowering employee experience, focusing on People, Work, and Conditions. This results in people bringing their authentic selves to work every day in an organization that successfully adapts to business changes and new opportunities. We are guided by our Purpose: Together, making health care easier for the people we serve.

In 2021 and 2022, WPS Health Solutions was recognized for several awards including:

• Madison and Milwaukee, Wisconsin and USA Top Workplaces
• Top Workplace national cultural excellence awards for Remote Work and Work-Life Flexibility
• Achievers 50 Most Engaged Workplaces® with the further honor of Achievers “Elite 8” winner in the category of Culture Alignment
• Disabled American Veteran Patriot Employer

Role Snapshot

Search for and identify quality candidates for technical and non-technical exempt positions, using proactive, inclusive recruiting strategies that lead to diverse and high-performing teams at WPS.

• Strategic Sourcing: Develop and execute on a sourcing strategy and optimize strategy based on analytics/reporting. Generate leads (knowing how and where to find suitable candidates). Use and continue to expand sourcing methods/channels (e.g., job boards/platforms, applicant tracking system, social media, networks/networking, professional associations, referrals, internal or external recruiting events, community partners/alliances, etc.).
• Pipeline Management: Build and maintain diverse talent pool for future hiring needs, resulting in more diverse and readily available candidate slates. Educate and increase sourcing role of hiring managers.
• Effective Relationships: Build and maintain strong relationships with hiring managers and recruiters to define success criteria and create compelling postings. Cultivate relationships with current and new diversity organizations and community partners.
• Candidate Outreach: Contact active or passive, diverse candidates for an opening or to add to our talent pool. Generate interest/excitement in our openings, our organization, and how the candidate can contribute. Promote our employment brand and organizational culture.

How do I know this opportunity is right for me? If you:

• Are curious and persistent. You are curious about new methods, sources, search strings that will help you achieve your goals—you know how to experiment and test new variables. You show persistence by trying again and again—every attempt bringing you closer to success.
• Are organized. You use smart tools and principles to be efficient and effective.
• Are tech savvy and personable. You are adept at knowing how to use technology in your role but also know how to build authentic connections with people.
• Are passionate about building a diverse, inclusive team. You develop creative approaches and strong partnerships to reach diverse and under-represented talent.

What will I gain from this role?

• Opportunity to learn and work using Agile methodology and to work with talented, supportive team members on a progressive, collaborative People Team
• Mastery in analyzing sourcing funnel and conversion metrics to provide recommendations on how to increase response and interest rates
• A deep understanding of strategic business priorities and how positions create value to the business
• Expertise on trends in the labor market and availability of talent across critical talent segments

Minimum Qualifications

• Bachelor's Degree in related field or equivalent post high school and/or related work experience
• 1 or more years of talent sourcing experience

Preferred Qualifications

• Progressive and comprehensive sourcing capability
• Demonstrated ability to successfully source candidates through multiple methods, tools, and channels
• Experience building diverse talent pipelines
• Strong communication skills, verbal and written
• Consultative and coaching skills to help internal stakeholders change the lens on how we recruit

Salary Range

$60,000 - $80,000

The base pay offered for this position may vary within the posted range based on your job-related knowledge, skills and experience.

Work Location

This role is open to remote work for this opportunity in the following approved states:
Arizona, Colorado, Connecticut, Florida, Georgia, Illinois, Indiana, Iowa, Michigan, Minnesota, Missouri, Nebraska, New Jersey, North Carolina, North Dakota, Ohio, South Carolina, South Dakota, Texas, Virginia, Wisconsin

Remote Worker Requirements

For remote position, employee is required to meet remote worker requirements, including a designated work station, a wired (Ethernet) connection to the network, and a minimum of 10Mbps downstream connection with at least 1Mbps upstream (can be checked at https://speedtest.net)

Benefits

• Performance bonus and/or merit increase opportunities
• 401(k) with dollar-per-dollar match up to 6% of salary (100% vested immediately)
• Competitive paid time off
• Health, dental insurance, Teladoc starts DAY 1
• Review additional benefits here

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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)