Director, Talent Acquistion

Wedgewood Pharmacy

13d•$150,000 - $180,000•Remote

About The Position

The Talent Acquisition Director at Wedgewood Pharmacy is a newly created role, reporting to the Chief People Officer. This role owns end-to-end recruiting strategy and execution across all salaried and hourly roles at Wedgewood, a multi-site, high-volume compounded animal health pharmaceutical company with nine U.S. locations. This is a build-and-run role: the Director will lead a team of four Talent Acquisition Partners to operate as full-lifecycle recruiting partners to the business, while designing the strategic operations, sourcing strategy, systems, and candidate experience that let the function scale to meet the needs of a growing business. This role carries significant visibility, engaging regularly with senior leaders across the business.

Requirements

10+ years of talent acquisition experience, including 5+ years leading a recruiting team.
Demonstrated success leading a team through full-lifecycle recruiting, from intake through offer and onboarding handoff.
Experience building sourcing strategies that sustain a healthy, quality pipeline across multiple sites and role types.
Hands-on ATS experience, with Greenhouse preferred, and experience automating recruiting workflows to increase team capacity for high-value work.
Experience designing or elevating end-to-end candidate experience.
Experience partnering with senior business leaders outside of HR, with the presence and credibility to influence at the executive level.
Strong fluency with recruiting metrics and data, with the ability to build dashboards that inform decisions.
Comprehensive understanding of federal and state employment law.

Nice To Haves

Experience recruiting in pharmacy, healthcare, manufacturing or a related regulated environment.
Experience building a hiring governance framework.
Experience recruiting in competitive or undersupplied labor markets.

Responsibilities

Lead, coach, and develop a team of four Talent Acquisition Partners, building their capability to own full-lifecycle recruiting including intake through offer and a smooth handoff to onboarding.
Set clear goals, workload distribution, and development plans for each TA Partner, with a consistent metrics cadence (time-to-fill, source of hire, offer-accept rate) reviewed in regular 1:1s and team meetings.
Build a coaching culture grounded in trust, teamwork, and shared standards of excellence.
Own the enterprise recruiting strategy across all Wedgewood sites, translating workforce planning, budgeted headcount, and growth goals into clear hiring plans.
Build a hiring governance model including prioritization, capacity planning, and escalation paths that keeps the team focused and able to scale as demand grows.
Using data in every conversation with dashboards and scorecards that give leadership a clear, current view of pipeline health and hiring progress.
Design and lead a sourcing strategy that keeps a healthy, quality-rich talent pipeline.
Build strong sourcing channels including direct outreach, referrals, employer branding, schools, associations, and community partnerships to keep the funnel full of qualified candidates.
Position Wedgewood as an employer of choice, partnering with Internal Communications on messaging that resonates in each labor market.
Own and continuously improve Wedgewood's ATS (Greenhouse), including configuration, workflows, and reporting.
Automate scheduling, communications, and reporting so TA Partners can focus their time on sourcing, relationship-building, and closing great candidates.
Maintain dashboards that give leadership self-service visibility into pipeline health and hiring metrics.
Design the end-to-end candidate and applicant journey so every person who applies to Wedgewood has a positive, respectful, and memorable experience.
Build feedback loops including candidate surveys and hiring-manager input to continuously refine that experience.
Set the standard for communication, timeliness, and care at every touchpoint, and coach the team and hiring managers to the same bar.
Serve as a trusted advisor to the CPO and senior leaders across the business on talent strategy, market conditions, and hiring decisions.
Partner closely with Site GMs, functional leaders, and hiring managers to calibrate role requirements and build strong, collaborative hiring processes.
Maintain a current understanding of labor market conditions and share market insight that helps the business plan ahead.