Talent Acquisition Advisor managing recruitment processes for Pharmascience's various business units. Responsible for developing recruitment strategies and enhancing employer branding.
About the role
- Executive Search Recruiter driving talent acquisition for executive roles in Innovative Medicine at Johnson & Johnson. Collaborating with various stakeholders for effective recruitment strategies and market insights.
Responsibilities
- Understand the business strategy, its talent pipeline, and guide the overall aligned talent strategy to deliver on the executive recruiting strategy and talent needs.
- Design and conduct search strategies to attract highly skilled and credentialed candidates.
- This includes identifying talent gaps in partnership with hiring managers, developing job descriptions, search strategies and target lists.
- Prepare for search kick-off meetings, including crafting a drafted target list, researching industry and relevant products and preparing “get smart” materials.
- Set and lead the research strategy by identifying and keeping the potential candidate pipeline filled throughout the search process.
- Cultivate a professional reputation among the senior executive community through deep market expertise and vast professional network.
- Lead and implement talent market surveys to identify potential external successors for key executive positions
- Screen potential candidates and recommend, in writing, prospects who should be interviewed by the hiring team.
- Network, assess, and build trusted relationships with senior industry leaders, strengthening your personal network and employer brand.
- Partner with HR leaders to assist with transition and onboarding for new executives.
- Embrace an agile mentality and maintain understanding of creative recruitment tools, technologies and the best methodologies.
Requirements
- A minimum of a Bachelor’s degree is required
- A minimum of 4 years of direct, relevant, and recent experience is required.
- Has a track record in developing and implementing creative candidate identification strategies that result in identification and delivery of high-caliber, highly compensated executives.
- Experience recruiting executives in either a retained search firm, agency, or corporation is preferred.
- Demonstrated ability to recruit diverse individuals and ability to negotiate and advise on complex compensation packages is required.
- Demonstrated experience influencing senior business leaders, HR leaders and candidates is required
- Experience in full lifecycle executive recruitment from sourcing to closing is required.
- Strong learning agility and ability to grasp technical concepts, financial skill requirements and financial strategies is required
- Strong Microsoft office knowledge (Word, Excel and PPT), applicant tracking systems and search management systems are required.
- Excellent communication (written and verbal), influence, and negotiation skills are required
- Strong analytical and critical thinking skills, with thorough attention to detail is required.
- Excellent talent assessment and interviewing skills are required.
- Strong business acumen with a thirst for business knowledge is required.
- Strong project management skills with the ability to multi-task and make decisions in a business context is required.
Benefits
- Subject to the terms of their respective plans, employees are eligible to participate in the Company’s consolidated retirement plan (pension) and savings plan (401(k)).
- Subject to the terms of their respective policies and date of hire, employees are eligible for the following time off benefits:
- Vacation –120 hours per calendar year
- Sick time - 40 hours per calendar year; for employees who reside in the State of Colorado –48 hours per calendar year; for employees who reside in the State of Washington –56 hours per calendar year
- Holiday pay, including Floating Holidays –13 days per calendar year
- Work, Personal and Family Time - up to 40 hours per calendar year
- Parental Leave – 480 hours within one year of the birth/adoption/foster care of a child
- Bereavement Leave – 240 hours for an immediate family member: 40 hours for an extended family member per calendar year
- Caregiver Leave – 80 hours in a 52-week rolling period10 days
- Volunteer Leave – 32 hours per calendar year
- Military Spouse Time-Off – 80 hours per calendar year
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