Senior TA Partner, IM Commercial

6090-Johnson & Johnson Services Legal Entity•Brunswick, OH

1d•Remote

About The Position

Johnson & Johnson is recruiting a Senior Talent Acquisition Partner for Innovative Medicine Commercial, based in New Brunswick, New Jersey, or Horsham, Pennsylvania. The posting describes the role as hybrid and also states that it is fully remote. The Senior Talent Acquisition Partner leads full-cycle recruiting to acquire talent in support of strategic business objectives. The role partners consultatively with hiring managers to understand needs and ensure effective attraction, assessment, selection, and development of a high-performing, diverse, sustainable talent pipeline. It uses recruiting technologies and sourcing strategies to engage prospective candidates, recruits across levels, and advocates for a strong candidate experience throughout the process. The position also connects and leads resources on key projects, maintains confidentiality and integrity in a complex and rapidly changing environment, and supports operational excellence and the development of employees.

Requirements

At least 5 years of recruiting experience.
Ability to work effectively in an agile environment, embrace new technologies, and manage multiple projects and daily ad hoc operational activities.
Strong business acumen across multiple fields and demonstrated recruiting experience across a wide variety of roles, levels, and functions.
Strong talent scouting, direct sourcing, candidate assessment, hiring, talent management, and pipeline-development capabilities.
Proficiency with social media and recruiting platforms such as LinkedIn and job boards, as well as MS Word, Outlook, and Excel.
Excellent written and verbal communication skills, including formal presentation and facilitation skills.

Nice To Haves

Experience in high-volume recruitment for large-scale initiatives.
Experience with Taleo or a similar applicant tracking system and a talent relationship management system.

Responsibilities

Use new technologies and an agile approach across end-to-end recruiting to develop sourcing strategies, build sustainable candidate pipelines, assess candidates, improve service effectiveness and customer experience, increase quality of hire, reduce time to fill, and promote recruiting process excellence.
Influence and empower managers to use behavioral and competency-based interview methods, and coach hiring managers and teams on interviewing and candidate assessment.
Manage hiring-manager relationships by setting expectations, managing risks, following up, and clarifying deadlines and responsibilities during recruitment.
Lead the candidate experience across sourcing, recruiting, offers, onboarding, and communications.
Translate business strategy into recruiting actions informed by business priorities, workforce planning outcomes, regional capability needs, and specific talent challenges.
Provide offer package recommendations to line managers.
Manage talent data and use external market data and insights to communicate the talent story.
Maintain accurate and timely data in recruiting technology, and produce accurate, timely recruitment reports while ensuring process flow meets agreed service-level agreements.

Benefits

Company consolidated retirement plan (pension) and 401(k) savings plan, subject to plan terms.
Vacation: 120 hours per calendar year, subject to policy and date of hire.
Sick time: 40 hours per calendar year, with different amounts for employees residing in Colorado or Washington.
Holiday pay, including floating holidays: 13 days per calendar year.
Work, Personal and Family Time: up to 40 hours per calendar year.
Parental leave: 480 hours within one year of a child's birth, adoption, or foster care placement.
Bereavement leave: 240 hours for an immediate family member and 40 hours for an extended family member per calendar year.
Caregiver leave: 80 hours in a 52-week rolling period.
Volunteer leave: 32 hours per calendar year.
Military spouse time off: 80 hours per calendar year.