Principal Talent Acquisition Partner, EMEA

Nova Biomedical

17d • Remote

About The Position

Nova Biomedical is seeking a Principal Talent Acquisition Partner to serve as a strategic talent advisor and hands-on recruiting partner for critical hiring across Europe and global functions. This senior individual contributor role requires business acumen, executive presence, market intelligence, and the ability to influence leaders through talent expertise. The position has no direct people-management responsibilities.

The successful candidate will advise business leaders on role design, talent availability, compensation competitiveness, workforce planning, and sourcing strategy, while personally executing priority searches. The role supports hiring across regulated technical, scientific, commercial, engineering, quality, regulatory, clinical, manufacturing, operations, service, and corporate functions. Candidates should understand how talent decisions affect business performance in global medical device, diagnostics, life sciences, biotechnology, healthcare technology, or advanced manufacturing environments.

The role operates across Europe, North America, and Asia, partnering with stakeholders across multiple time zones and adapting recruiting strategies to local labor markets while supporting consistent global hiring practices. The position may be remote or based in London or Frankfurt, Hesse, Germany. Working conditions include extended computer use, effective communication by phone, video, and writing, and occasional movement around an office. The posting also lists a capacity to lift and carry up to 25–50 pounds as required.

Requirements

• Fluent English.
• At least 10 years of progressive talent acquisition experience, preferably including senior-level strategic business partnership responsibilities.
• Required experience recruiting across Germany, the United Kingdom, and broader EMEA.
• Demonstrated success as a senior individual contributor leading complex searches while advising senior stakeholders.
• Strong business acumen and ability to connect talent decisions to business priorities, organizational performance, and growth objectives.
• Experience recruiting within medical device, diagnostics, biotechnology, life sciences, pharmaceutical, healthcare technology, advanced manufacturing, or similarly regulated technical environments.
• Ability to advise leaders on role design, talent availability, compensation competitiveness, workforce planning, and market strategy.
• Proven ability to influence Vice Presidents, General Managers, functional leaders, and hiring managers with confidence and professionalism.
• Experience recruiting across multiple countries, cultures, and time zones.
• Excellent sourcing, market mapping, candidate engagement, assessment, and closing skills.
• Experience with applicant tracking systems, candidate relationship management platforms, LinkedIn Recruiter, sourcing platforms, recruiting analytics, and AI-enabled talent tools.
• Strong executive presence and excellent written, verbal, consultative, and presentation skills.
• Ability to balance strategic talent advisory responsibilities with hands-on recruiting execution.
• Ability to work independently, manage competing priorities, and maintain consistent follow-through across complex global searches.
• Comfort working at a computer for extended periods.
• Ability to communicate effectively via phone, video, and written communication.
• Capacity to lift and carry up to 25–50 pounds as required.
• Occasional need to move about the office to access meetings or resources.

Nice To Haves

• Experience leading searches across APAC markets.
• Fluent written and spoken German.
• Experience recruiting within IVD, diagnostics, medical device, clinical, quality, regulatory, or life sciences product environments.
• Familiarity with regulated quality environments and related areas, including FDA requirements, ISO 13485, IVDR, MDR, GxP, validation, CAPA, and clinical evidence functions.
• Experience supporting global business transformation, acquisition integration, organizational scaling, or high-growth hiring environments.

Responsibilities

• Serve as a trusted talent advisor to executives, functional leaders, HR Business Partners, and hiring managers on talent strategy and workforce planning.
• Advise leaders on role design, leveling, hiring profiles, talent availability, market conditions, and compensation competitiveness.
• Constructively challenge assumptions and guide leaders toward practical, market-informed hiring decisions.
• Translate business priorities into talent strategies that support growth, innovation, quality, compliance, and operational performance.
• Lead full-cycle recruiting for critical and specialized positions from intake through offer acceptance.
• Personally source, engage, assess, and close passive candidates across EMEA and global markets.
• Build candidate pipelines for difficult-to-fill technical, scientific, quality, regulatory, clinical, manufacturing, commercial, and leadership positions.
• Deliver a high-quality candidate experience and represent Nova Biomedical professionally in the external talent market.
• Provide leaders with talent market insights, competitor intelligence, and sourcing strategy recommendations.
• Use recruiting data and external market knowledge to influence hiring decisions, timing, prioritization, and talent investment.
• Partner with HR and business leaders on workforce planning, succession considerations, and build-versus-buy talent discussions.
• Identify talent risks and recommend proactive solutions before hiring needs become urgent.
• Operate across Europe, North America, and Asia while managing relationships across multiple time zones.
• Partner with leaders across Engineering, Software, AI and Machine Learning, Manufacturing, Operations, Regulatory Affairs, Clinical Affairs, Quality, Supply Chain, Product Management, Commercial, Service, and Corporate functions.
• Adapt recruiting strategies to local labor markets while supporting consistent global hiring practices.
• Collaborate across cultures with clear communication, sound judgment, and strong follow-through.
• Use applicant tracking systems, candidate relationship management platforms, LinkedIn Recruiter, market mapping, referrals, and sourcing tools to improve pipeline quality and recruiting velocity.
• Track and communicate recruiting status, pipeline health, risks, and next steps clearly and consistently.
• Recommend process improvements that strengthen hiring quality, stakeholder alignment, and recruiting efficiency.
• Support disciplined intake processes, structured interviews, candidate scorecards, and effective offer strategies.

What This Job Offers

• Job Type: Full-time
• Career Level: Principal
• Education Level: No Education Listed