Reporting to Chief Human Resources Officer, the Director/Senior Director, Talent Acquisition (D/SDTA) will collaborate closely with the business leaders and members of the HR team to lead the scale-up and expansion effort for a growing global organization. The D/SDTA will lead the human capital planning process to deliver on branding, sourcing, and talent acquisition needs in partnership with the line and HR business colleagues. The D/SDTA will lead and the direct the work of others, be a critical member of the HR Leadership Team, and contribute to the advancement of the people strategy for the organization, including playing a critical role in the talent-management process.
The D/SDTA will work with and advance talent acquisition initiatives in support of the overall business strategy, and will be actively committed to the development of self, team, and others in the organization. Additional components of the role that make it compelling include:
- * Working on a portfolio of multiple potential therapies.
- * Developing strategy as well as managing execution.
- * Helping shape the culture and future of an emerging company with a big vision and meaningful purpose.
- * Collaborating with a small, collegial team of talented people.
- * Learning from leadership with deep experience and a history of success.
- * Being part of an early company in an excellent financial position.
- * Enjoying great work/life balance, including flex hours, a hybrid weekly schedule (2-3 days in office), a generous holiday schedule, and a business-casual work environment.
- * Develop and drive the overall talent acquisition strategy for the organization. Manage and develop a team of talent acquisition resources to support end-to-end recruitment for roles from front-line, high-volume positions to C-suite executive search.
- * Oversee the candidate experience, including the development and management of talent acquisition strategies, tactics, budget, headcount plan, and reporting of key metrics and TA achievements.
- * Lead recruitment pipelining to build organizational capabilities and strengthen skills at all levels. Actively contribute to the success of the onboarding process and year-one retention.
- * Lead the evolution of the employment brand and contribute to the social media strategy. This includes partnering with corporate communications to maintain up-to-date content for the career website as well as content that employees can use to elevate and amplify the brand with their own social media presence.
- * Work closely with HR team members to design and implement enterprise-wide programs and standard processes to support talent-management initiatives for transforming leaders, enhancing talent, driving performance and retention, and ensuring a healthy talent-leadership pipeline. This includes designing strategies that optimize the quality and effectiveness of the workforce through talent planning, succession planning, engagement, and talent analytics from a talent-acquisition scope of responsibilities.
- * Anticipate future trends by continuously analyzing and addressing market conditions and cutting-edge recruitment practices.
- * Manage relationships with third-party partners, including search firms, advertising firms, job boards, and social media vendors.
- * Monitor solutions, policies, vendors, and candidate and employee feedback to drive continuous improvement. Ensure that structure and process adhere to recruitment process and government guidelines.
- * A Bachelor’s degree equivalent or higher in Business, Human Resources, or a related field is required.
- * 10+ years of talent-acquisition and/or talent-management experience. 5+ years in a biotech or pharma company preferred.
- * 5+ years of people-management experience, demonstrated strong peer relationships, and a team-player mentality.
- * The ability to develop strategy, set priorities, and deliver results in a fast-paced environment.
- * Proven experience using social media and talent-acquisition methodologies to source, hire, and demonstrate ROI using data and analytics. Knowledge of HRIS and the ability to leverage system capabilities.
- * Proven ability to establish trust and credibility with senior business executives and experience supporting executive-level recruitment.
- * The ability to lead and manage vendor partnerships, strong negotiation skills, the ability to close offers through diplomacy, and strong interpersonal and communication skills (written and verbal).
- * Must be able to comfortably and effectively work with and maintain confidential and proprietary company information.
- * Knowledge of federal and state recruitment standards and best practices.
- * Proficiency in Microsoft Office (Word, Excel, PowerPoint, and Outlook) and HRIS.
Please email your resume to email@example.com to be considered for this role.