Talent Acquisition Partner

Simtra BioPharma Solutions•Bloomington, IN

About The Position

The Talent Acquisition Partner is responsible for sourcing, attracting, and hiring top talent to meet the company’s organizational goals. This role involves collaborating with department leaders to define hiring needs, creating recruiting strategies, managing candidate pipelines, and ensuring a positive candidate experience from application through onboarding.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field or equivalent experience.
3-5+ years of experience in talent acquisition or recruiting
Strong knowledge of recruitment practices and sourcing techniques.
Proficiency with Applicant Tracking Systems (ATS) and HR software.
Excellent communication, negotiation, and interpersonal skills.
Ability to manage multiple priorities in a dynamic environment.
Strong organizational skills and attention to detail.
Strategic Thinking: Ability to develop and execute innovative recruitment strategies.
Influencing Skills: Able to build strong relationships with hiring managers and influence decisions.
Problem Solving: Ability to think critically and find creative solutions to hiring challenges.
Adaptability: Flexibility to handle changing business needs and priorities.
Teamwork: Collaborative mindset with the ability to work effectively across teams.
Relationship builder with all levels of professionals, internal & external
Calm under pressure.
Resilient
Business acumen & analytical thinker
Strategic pipeline developer
Digital savviness
Strong Sourcing Acumen

Nice To Haves

Experience in bio-pharmaceutical industry and/or manufacturing preferred
Experience working in a fast-paced, high-growth environment preferred.

Responsibilities

Talent Acquisition Strategy: Partner with business leaders and hiring managers to develop effective talent acquisition strategies for current and future staffing needs. Proactively identify and engage passive candidates through various sourcing techniques, including social media, networking events, job boards, and employee referrals.
End-to-End Recruitment: Manage the full recruitment life cycle including posting job openings, screening resumes, conducting interviews, and coordinating assessments. Assist hiring managers in defining job requirements, writing job descriptions, and aligning them with organizational goals. Conduct initial phone or video screenings to assess candidates’ skills, experience, and cultural fit.
Employer Branding: Promote the organization’s employer brand by developing compelling job descriptions and engaging recruitment marketing campaigns. Represent the company at career fairs, networking events, and industry conferences to attract and retain talent.
Candidate Experience: Ensure a positive candidate experience by maintaining timely communication and guiding them through the selection process. Act as a candidate advocate, ensuring that all candidates are treated fairly and equitably throughout the hiring process.
Data Management & Compliance: Maintain accurate candidate records in the Applicant Tracking System (ATS) and Candidate Relationship Management (CRM) system. Track and analyze key metrics (e.g., time to fill, cost per hire) to continuously improve the recruitment process. Ensure compliance with labor laws and equal employment opportunity (EEO) regulations.
Collaboration & Communication: Work closely with HR, hiring managers, and leadership to align recruitment strategies with the company's goals. Provide training and guidance to hiring managers on interviewing techniques and best practices. Build strong relationships with candidates, team members, and external partners (e.g., recruitment agencies).
Onboarding & Retention: Assist in developing and executing onboarding strategies to ensure a smooth transition for new hires. Collaborate with the HR team to support employee retention initiatives.