Title: Sr. Talent Acquisition Partner
Location: United States
Job Number: STA10017
The Senior Talent Acquisition Partner is expected to function in both strategic and consultative roles, partnering with the business to identify and define current and future workforce needs. This will include the development of diverse recruitment strategies driven by leading indicator metrics including ongoing forecasting for attrition, and changing market conditions. The Senior Talent Acquisition Partner will identify and implement new strategies and programs in response to the business needs and will be responsible for identifying and assessing existing internal best practices and developing a plan to implement the processes / programs throughout the Organization. Reporting to BD’s Talent Acquisition Leader, this position will be accountable for driving these strategies through collaboration with the Human Resource Business Partners and Client heads to ensure the timely and cost effective identification and selection of high quality talent required to achieve their client’s short and long term business needs.
RESPONSIBILITIES
Sr. Talent Acquisition Partner
· Provide strategic talent acquisition direction, staffing expertise, and counsel to Human Resources and leaders within the organization for each functional area supported.
· Identify best practices as they relate to processes, tools, and metrics to support and track the success of the staffing function, based on the internal Voice of the Customer (VOC).
· Mentor, coach and train Talent Acquisition Partners in various areas such as the development and utilization of metrics, TALEO system use and capabilities, the development of recruitment strategies, identifying industry trends, influencing leaders, etc.
· Proactively generate a continual, diverse pipeline of highly-qualified candidates.
· Utilize technology solutions when possible to streamline processes to maximize the Talent Acquisition Team’s role. Make recommendation to eliminate non-value added work with a focus on continuous improvement.
· Develop proactive communication strategies to enable the Talent Acquisition Partners to inform clients and HRBP’s about the status of open searches.
· Participate in conferences, industry organizations, and networking events to amplify BD’s presence in the marketplace.
· Lead FLKS or U.S. wide projects with significant talent acquisition impact, such as U.S. preferred search partnership management, overhauling the employee referral program, U.S.-wide Talent Acquisition IT Portal Design, and other projects in the areas of: Assessment and Selection, Contracts, Compliance, Diversity, Immigration, Metrics, Operational Effectiveness, Talent Branding, University Relations, Vendor Management, and Website Development.
· In addition to contingency searches, manage highly-visible, retained searches for high-level recruitments.
· Report/present monthly on a functional basis to Unit and or Segment level business leaders around the Talent Acquisition Process and metrics.
· Create and utilize innovative and aggressive recruitment methods that are designed to deliver an exceptional, diverse pool of candidates to Hiring Managers (for positions up to JG7) in an effective and efficient manner.
· Consult with and advise clients on all BD recruitment processes, such as using the TALEO Applicant Tracking System, creating and posting requisitions, facilitating resume reviews, assessment of candidates, debrief sessions, and candidate tracking.
· Successful performance against staffing metrics including, but not limited to: Number of Positions Filled, Time to Fill, Diversity, Source of Hire, Offer/Acceptance, Cost Per Hire, and other internal measurements and standards that drive an effective talent acquisition process.
Overview of Daily Responsibilities:
· Leading the overall talent acquisition effort for assigned functional clients with the goal of providing hiring managers a pool of highly qualified applicants from which to interview, assess, and select. This includes, but is not limited to: sourcing, screening, interviewing, and presenting a diverse candidate slate to clients, within agreed upon timelines.
· Driving local or country-wide staffing projects as assigned.
· Coaching/mentoring Talent Acquisition Partners in various capacities. Potential growth into Team Lead capacity with small number of direct reports.
· Facilitating ‘Contract/Staffing Strategy’ meetings with clients to set mutually agreed upon deliverables and expectations.
· Proactively and continuously utilizes effective sourcing strategies (passive and non-passive) in an effort to build a network of high quality, diverse candidates for current and future openings.
· Leveraging and partnering effectively with outside contingent and retained search firms, and successfully managing those relationships throughout the duration of the search.
· Consults with HR Business Partner (HRBP) and hiring managers regarding specific diversity recruitment goals and develops and implements appropriate tactics ensuring diverse candidate slate for each position.
· Provides appropriate counsel and recommendations throughout the entire acquisition process on candidate assessment and selection, offer recommendation, and other guidance as necessary.
· Negotiates employment offers and successfully closes candidates.
· Serves as lead staffing consultant to their clients and regularly informs them of trends in the labor market place.
· Consults with their BD Relocation Partner as appropriate on developing offer recommendations.
· Utilizes an automated applicant tracking system (TALEO) in compliance with staffing requirements to support the recruitment process.
· Proactively identifies recruitment issues, problems, and provides timely and proper solutions.
· When applicable, engages with BD and Outside Counsel to ensure facilitation of relevant visa processes.
· Regular analysis and reporting of recruitment results to HRBP and clients, including monthly or bi-monthly presentation of recruitment results at client staff meetings.
Qualifications:
Qualifications:
· Ability to understand the needs of the business segments and hiring managers and translate those to the broader talent labor market.
· Expertise to identify, evaluate, and manage proactive sourcing plans, position specific sourcing strategies, initiatives and tactics including cold-calling, networking/relationship building, internet job boards, database mining, referrals, professional outreach, agencies, and advanced sourcing techniques.
· Solid and persuasive verbal, written, consulting, and platform communication skills; ability to market BD value proposition and opportunities to candidates, present candidates to business partners, understand key conversion factors of candidates, and influence them to join the organization.
· Ability to develop and maintain meaningful hiring metrics.
· Strong time management and analytical skills; ability to prioritize multiple projects and responsibilities.
· Ability to handle ambiguity, stressful and/or confidential situations with ease, professionalism, and savvyness.
· High energy, enthusiasm, passion for recruitment, and sense of urgency levels.
· Travel required as needed, approx 5%.
Education and Experience
· Bachelor’s degree in a related field. Master’s degree a plus.
· 5 plus years of high volume professional and/or executive recruitment experience, ideally in a technical, scientific environment within a mid to large public company. Experience recruiting within the medical device, life sciences, bio-tech, pharma, or related industries and/or recruiting for Corporate, Engineering, R&D, Sales, Marketing, IT, a strong plus.
· AIRS, and DDI or Lominger certification desired.
· Experience utilizing applicant tracking systems; prior use of TALEO a plus
· Prior supervisory experience in a recruitment or HR environment a strong plus.
· Experience with a broad range of recruiting methodologies including sourcing capabilities (active and passive), internet, employee referrals, professional networking, etc.
· Demonstrated experience managing the candidate process orchestrating a positive candidate experience throughout.
· Prior use of behavioral-based interviewing and selection models required.
· Prior experience managing retained searches very desirable.
· Recruitment experience gained at a contingency or retained search firm experience a plus.
· Must have strong business acumen and savvy.
Job: Staffing / Employment