Talent Advisor/Sr. Talent Advisor

Boehringer Ingelheim•Johns Creek, GA

About The Position

The Talent Advisor/Senior Talent Advisor identifies and attracts talent for supported business areas, partnering with hiring managers and HR Business Partners to develop and execute recruiting plans and manage the hiring process. The role sources, screens, and assesses candidates for open requisitions, works to provide a strong and diverse candidate slate, and maintains a positive experience for candidates and hiring managers. The advisor communicates progress, consults on search difficulties, and recommends solutions. Responsibilities include developing recruitment marketing and sourcing plans; sourcing candidates through databases, search engines, networking sites, and referrals; documenting recruitment activity in the applicant tracking system; and reporting recruiting activity to hiring managers and stakeholders. The role leads job scope meetings, reviews applications, evaluates qualifications, conducts phone screens, compares candidate skills and competencies, and uses assessment tools when required. The advisor uses recruitment marketing and social media to engage candidates, communicates the company’s value proposition, maintains candidate communications and interview preparation, and may participate in job fairs and other recruiting events. The role also partners with hiring managers, compensation, and HR Business Partners to determine offer details, uses market data and compensation guidelines to make recommendations, and presents and negotiates offers to support candidate acceptance. The posting describes two levels: Talent Advisor and Senior Talent Advisor. Both require recruiting experience and recruitment technology skills. Senior-level applicants need at least five years of recruiting experience; Talent Advisor applicants need at least two years. A bachelor’s degree in a related field or a high school diploma with equivalent work experience is accepted. Senior-level executive search experience is highly preferred; pharmaceutical experience is a plus. Applicants must be legally authorized to work in the United States without restriction, willing to take a drug test and post-offer physical if required, and at least 18 years old.

Requirements

For the Senior Talent Advisor level: at least five years of recruiting experience with demonstrated success in a corporate, RPO, or agency setting.
For the Talent Advisor level: at least two years of recruiting experience with demonstrated success in a corporate, RPO, or agency setting.
A BS/BA degree in Business Administration, Human Resources Management, or a related field, or a high school diploma with equivalent work experience.
Experience using recruitment technologies, including applicant tracking systems and social media tools.
Ability to multitask in a high-pressure environment.
Ability to analyze job descriptions and candidate profiles to determine target profile needs and appropriate matches.
Demonstrated success developing relationships.
Strong administrative and computer skills, including Microsoft Office, applicant tracking systems, and social media channels.
Ability to prioritize work and independently manage deliverables and timelines.
Legal authorization to work in the United States without restriction.
Willingness to take a drug test and post-offer physical if required.
Must be at least 18 years of age.

Nice To Haves

Prior executive-level search experience is highly preferred for the Senior Talent Advisor level.
Prior pharmaceutical industry experience is a plus.

Responsibilities

Develop and manage recruitment marketing or sourcing plans aligned with search requirements.
Source candidates through resume databases, search engines, networking sites, business networks, and internal referrals.
Manage and document recruitment activity in the applicant tracking system and report recruiting activity to hiring managers and other stakeholders.
Lead job scope meetings with hiring managers, providing relevant market data and recommendations on search approaches and candidate requirements.
Review candidate applications and evaluate qualifications against position requirements.
Conduct candidate phone screens, compare skills and competencies to current or potential openings, and deploy assessment tools when needed.
Use recruitment marketing materials and social media to engage candidates and articulate the company’s value proposition.
Maintain regular candidate communications throughout the recruitment cycle, including interview preparation.
Plan and participate in job or career fairs, interview days, and other recruitment activities as needed.
Partner with hiring managers, compensation, and HR Business Partners to determine offer details and use market data and compensation guidelines to support recommendations.
Present job offers and work toward candidate acceptance, anticipating and negotiating counteroffers as appropriate.
Consult hiring managers on search difficulties and provide solutions.