Job Description

Responsible for managing Health and Life Science full cycle of the recruitment process, ensuring the comp attracts and hires the best talent. This role involves collaborating with hiring managers to define job requirements, sourcing candidates, conducting interviews, and ensuring a smooth onboarding process. The Talent Acquisition Specialist also plays a key role in employer branding and improving recruitment strategies to meet business needs.

• Manage end-to-end recruitment process, including sourcing, interviewing, and hiring candidates.
• Work with hiring managers to define job descriptions and create job postings.
• Conduct prescreening interviews, evaluate candidates, and manage the offer process.
• Source potential candidates through various channels (job boards, social media, networking, etc.
• Build and maintain a pipeline of potential candidates for future hiring needs.
• Engage with candidates to create a positive candidate experience.
• Coordinate new hire onboarding processes to ensure a smooth transition into the company.
• Provide support to new hires during their integration into the organization.
• Support initiatives to enhance employer branding and promote the compass an employer of choice.
• Attend recruitment events and career fairs to increase visibility of the organization.
• Ensure all recruitment processes comply with legal standards and internal policies.
• Track key recruitment metrics (e.g., time to hire, cost per hire) and prepare regular reports for leadership.

Bachelor�s degree in Human Resources, Business, or a related field (required).

Certifications in recruitment (e.g., SHRM, LinkedIn Certified Professional) (preferred). 8 - 10 Years

Hourly Rate: $40-$50 per hour

The posted range is the hiring range for this role — a subset of the broader range available to employees over time — and reflects base salary across our national hiring scale. Final offers are based on several factors, including the candidate's skills and experience, internal pay equity, work location, market conditions for the role, and the specific scope and responsibilities of the position. The top of the range is reserved for candidates who notably exceed the requirements; the lower end applies to those with less experience or fewer preferred qualifications. For positions based in higher-cost zones (e.g., California, New York, New Jersey), actual compensation may exceed the posted range; your recruiter will share specifics during the process.