Senior Recruiter - Office of Human Resources and Office of Vice President for Research

Carnegie Mellon University•Pittsburgh, PA

12d•Hybrid

About The Position

The Office of Human Resources Talent Acquisition team is seeking an experienced Senior Recruiter to provide dedicated support to Carnegie Mellon University's Office of the Vice President for Research (OVPR). This is a two-year fixed-term role supporting a high-volume hiring initiative, with possible extension or continuation depending on university needs, hiring volume, and funding. The position is based in Pittsburgh and operates on a hybrid schedule: four days per week on campus or in the office and one remote day within the Greater Pittsburgh region. Continuation of the hybrid arrangement is not guaranteed and is subject to university policy, business needs, and institutional approval. The Senior Recruiter leads full-cycle recruitment for a portfolio of staff positions supporting OVPR. Serving as a trusted talent advisor to hiring leaders, the recruiter develops tailored strategies for specialized and competitive searches, builds talent pipelines, proactively identifies and engages passive candidates, and provides market insight and guidance throughout the hiring process. The role also contributes recruiting and talent-market insight to organizational design and workforce planning initiatives in partnership with OVPR leadership, HR colleagues, and Finance teams. The position is part of the Office of Human Resources Talent Acquisition team and reports to the Senior Director of Talent Acquisition, with a dotted-line reporting relationship to the Chief of Staff within the Office of the Vice President for Research. The schedule is full-time, 37.5 hours per week. Benefits-eligible employees have access to medical, prescription, dental, and vision insurance; retirement savings with employer contributions; tuition benefits; paid time off and observed holidays; life and accidental death and disability insurance; a free Pittsburgh Regional Transit bus pass; a Family Concierge Team; and fitness center access, among other benefits. Applicants must be currently legally authorized to work in the United States; Carnegie Mellon University will not sponsor or take over sponsorship of an employment visa for this opportunity. Employment is contingent on a successful pre-employment background check.

Requirements

Bachelor's degree in human resources, business administration, communications, psychology, or a related field; comparable knowledge demonstrated through a combination of education and relevant experience may be considered.
Five to eight years of full-cycle recruiting or staffing experience, with demonstrated success in proactive sourcing, engaging passive candidates, and developing and executing recruitment strategies for specialized or difficult-to-fill positions.
Expertise in recruiting best practices and proactive sourcing, with proven success conducting niche, specialized, and difficult-to-fill searches and engaging passive candidates.
Strong consultative and advisory skills, including the ability to partner with hiring managers and leadership to translate hiring needs into effective search strategies and candidate profiles.
Ability to contribute to organizational design and workforce planning, assess current and future talent needs, identify workforce trends and gaps, and collaborate with leadership, HR, and Finance partners to inform organizational structures, staffing strategies, and talent plans.
Strong candidate assessment, interviewing, and relationship-management skills, with a commitment to a seamless, equitable, and positive candidate experience.
Excellent communication, organizational, and time-management skills, including the ability to manage multiple searches and competing priorities within sensitive timelines.
Strong analytical, problem-solving, and decision-making skills, with creativity and adaptability to navigate challenges and changing priorities.
Proficiency with Applicant Tracking Systems and recruiting technology, and commitment to excellent customer and client service.
Customer-centric and results-driven approach, with strong communication, organization, relationship-building, and time-management skills, and commitment to Carnegie Mellon University's values of integrity, passion, impact, and growth.
Successful pre-employment background check.
Must be currently legally authorized to work for Carnegie Mellon University in the United States; visa sponsorship or takeover of sponsorship is not available.

Nice To Haves

Experience recruiting for research, higher education, technology, scientific, engineering, or other specialized talent markets.
Workday Recruiting experience.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

Responsibilities

Serve as a trusted talent advisor to OVPR hiring leaders, advising on talent markets, candidate availability, sourcing strategies, selection approaches, and recruiting timelines.
Develop and execute targeted sourcing strategies for niche, specialized, and difficult-to-fill positions, proactively identifying and engaging passive candidates.
Build and maintain diverse, high-quality talent pipelines through direct sourcing, networking, referrals, professional associations, and other talent channels.
Partner with hiring managers to understand hiring needs, define candidate profiles, and develop effective recruitment strategies.
Manage full-cycle recruitment from intake and sourcing through screening, interviewing, references, compensation discussions, offers, and pre-employment requirements.
Provide market intelligence and recruiting insights, including information about talent availability, competitive markets, sourcing challenges, and candidate expectations.
Develop personalized candidate engagement strategies that communicate Carnegie Mellon University's mission, opportunities, and value proposition.
Provide a seamless, transparent, equitable, and positive hiring experience while maintaining compliance with HR policies and applicable regulations.
Maintain accurate recruiting activity, candidate transactions, and performance metrics in Workday, and use data to identify trends and improve recruiting strategies and processes.
Build partnerships with OVPR leadership, hiring managers, HR Business Partners, and Talent Acquisition colleagues, and contribute to recruiting best practices and strategic initiatives.
Partner with OVPR leadership, OVPR HR colleagues, and OVPR Finance teams on organizational design and workforce planning, providing recruiting and talent-market insights to inform organizational structures, position development, workforce needs, staffing plans, and longer-term talent strategies.
Perform other duties as assigned.