Prin Talent Acquisition Spec

Brookhaven National Laboratory•Ridge, NY

1d•$106,850 - $140,000•Hybrid

About The Position

As a U.S. Department of Energy national laboratory, Brookhaven operates within a uniquely rigorous scientific and compliance-driven environment — and recruiting here calls for a skill set that requires a distinct blend of consultative capability, operational discipline, and mission awareness. Scientists, engineers, postdoctoral researchers, technicians, and operational professionals work side by side to address some of the nation’s most complex scientific and technological challenges. From exploring the building blocks of the universe to advancing light-enabled science, artificial intelligence, and quantum computing, Brookhaven’s mission depends equally on the operational, safety, infrastructure, finance, HR, IT, and administrative experts who power that discovery every day. This onsite/hybrid role offers an experienced senior recruiter a rare opportunity to partner with both the scientific and operational organizations of a national laboratory. You will be working with distinguished researchers, managers and senior leaders, guiding complex searches that demand credibility, discernment, and strategic thinking. This is recruiting with depth — where each hire strengthens discovery, infrastructure, and institutional capability, and where your impact leaves a lasting imprint on an institution dedicated to public service and innovation. At BNL, recruitment searches often involve: Highly specialized scientific, engineering, and other professional disciplines Skilled trades and advanced technician roles supporting complex facilities Collaborative, cross-functional hiring environments Federal compliance considerations This role is ideal for a recruiter who: Enjoys complexity Values process and thoughtful decision-making Is comfortable in environments where authority is shared Understands scientific and technical talent markets and how to develop robust pipelines Is confident engaging with hiring managers on requirements and labor market realities Understands that impact is measured over time and sustained success

Requirements

Bachelor’s degree in Human Resources, Business, or related field, or equivalent experience (2:1 experience-to-education basis).
Minimum of 10 years of related experience, including five (5) years of contemporary full-cycle recruitment.
Demonstrated experience full-cycle recruiting for specialized, technical, or hard-to-fill roles.
Experience supporting searches in competitive labor markets.
Experience managing multiple complex requisitions while maintaining strategic focus.
Proven ability to partner with leaders in collaborative environment
Proven project management, prioritization, and stakeholder communication skills.
Advanced understanding of HR principles and expertise in talent acquisition.
Experience developing various recruitment strategies using both technology and traditional sourcing techniques.
Proficiency with applicant tracking systems and recruitment metrics.
Advanced Excel skills and strong analytical capability.
Experience working with Workday or similar HRIS systems.
Excellent written and verbal communication skills.
Demonstrated ability to navigate in a compliance-driven environment.
Ability to travel approximately 20-25% of the time during peak recruitment season which includes air and overnight travel

Nice To Haves

Master’s degree and/or professional HR certification.
Experience recruiting for scientists, engineering, skilled trades, technical operations, or research-support roles.
Experience supporting a federal contractor.
Experience in government, academic, or other mission-driven organizations.
Experience working in highly matrixed or consensus-based decision environments.

Responsibilities

Talent Advisory, Leadership Partnership & Influence Serve as a trusted talent advisor to hiring managers and leaders, providing guidance on role scoping and labor market dynamics
Translate highly technical requirements into clear sourcing strategies and compelling outreach messaging.
Support and help hiring decisions with data, insight, and professional judgment in a partnering a collaborative approach
Lead full-cycle recruitment for a portfolio of complex and highly specialized roles (e.g., scientific staff, engineers, technicians) and operational professionals.
Scientific, Engineering and Other Technical Recruitment Build and maintain talent pipelines
Approach searches as structured projects — creating sourcing strategies, developing plans, identifying risks, setting timelines, and proactively managing stakeholders.
Navigate evolving priorities in a dynamic environment.
Maintain organization and strategic clarity across multiple concurrent searches.
Process Excellence & Continuous Improvement Design tailored search strategies reflecting the uniqueness of scientific, engineering, and technical roles.
Utilize metrics and qualitative feedback to strengthen recruiting effectiveness in competitive technical markets.
Contribute to process refinement that supports compliance, consistency, and a positive candidate experience within a federal contractor environment.
Candidate Experience & Mission Engagement Deliver a high-touch, transparent, and respectful candidate experience.
Articulate BNL’s mission value proposition, research and development impact authentically.
Build long-term relationships within niche and competitive engineering and technical communities.
Serve as a responsive and reliable recruitment partner to hiring managers and leaders.
Learning, Adaptability & Judgment Demonstrate intellectual curiosity and a willingness to learn complex scientific and engineering disciplines.
Navigate ambiguity and incomplete information with sound judgment.
Adjust recruitment strategies as organizational and market conditions evolve.