Talent Partner

Omnicell•Saint Petersburg, FL

14h•$107,640•Remote

About The Position

The Talent Partner joins Omnicell’s Talent Acquisition team as a strategic recruiting partner for business leaders and hiring teams. The role leads full-cycle recruiting across SPS/ADS, Marketing, Legal, Finance, and EnlivenHealth, translating business needs into focused hiring strategies and strong candidate experiences. The position supports Omnicell’s customers, business growth, and healthcare outcomes through market insight, accountability, and sound judgment throughout the hiring process. This is a remote role based in the United States, supporting hiring across multiple business functions and priorities. Occasional travel may be requested based on business needs. During the first 90 days, the Talent Partner is expected to learn Omnicell’s Talent Acquisition processes, systems, service expectations, and supported business areas; establish trusted relationships with hiring managers and People Strategy, Compensation, and Talent Acquisition partners; assume ownership of assigned requisitions; execute consistently across recruiting activities; and use market data and recruiting insights to identify risks and recommend practical adjustments.

Requirements

At least 3 years of full-cycle recruiting experience in a corporate, agency, or embedded recruiting environment.
Experience leading hiring manager intake or alignment meetings and advising stakeholders throughout the selection process.
Experience sourcing passive talent and building pipelines using LinkedIn Recruiter, talent databases, referrals, and other sourcing channels.
Experience managing multiple requisitions across different functions, priorities, and stakeholder groups.
Working knowledge of applicant tracking systems, recruiting workflows, interview practices, and offer processes.
Ability to use data and market information to influence hiring strategy and communicate risks, tradeoffs, and recommendations.
Clear written and verbal communication skills, sound judgment, and strong follow-through.
Basic familiarity with AI-enabled tools, such as Microsoft Copilot, to support productivity, analysis, and documentation.

Nice To Haves

Bachelor’s degree in human resources, Business, or a related field, or equivalent practical experience.
Experience recruiting across pharmacy services, healthcare, marketing, legal, finance, or related corporate functions.
Experience supporting high-volume, hard-to-fill, or contractually committed hiring needs.
Experience with talent insights, recruiting analytics, structured interviewing, and skills-based hiring.
Training, certification, or demonstrated experience using generative AI tools to improve recruiting efficiency and outcomes.

Responsibilities

Lead role-calibration conversations with hiring managers to define requirements, success measures, sourcing strategy, interview design, and hiring timelines.
Build and manage qualified talent pipelines through direct sourcing, applications, referrals, networking, market research, and targeted recruiting campaigns.
Conduct structured candidate screens and present qualified, well-calibrated shortlists with assessment notes and market insights.
Guide hiring teams through structured interviews, timely feedback, debriefs, candidate selection, and equitable decision-making.
Partner with Compensation and People Strategy to develop competitive, internally equitable offer strategies and support offer acceptance.
Maintain accurate requisition and candidate data in recruiting systems, communicate progress and risks, and provide pipeline reporting.
Deliver a responsive, respectful candidate and hiring manager experience from role intake through pre-boarding.
Use recruiting data, talent-market insights, and AI-enabled tools to improve speed, quality, communication, and process consistency.
Build understanding of Talent Acquisition processes, systems, service expectations, and supported business areas.
Establish working relationships with hiring managers, People Strategy, Compensation, and Talent Acquisition partners.
Own assigned requisitions and deliver clear strategies, pipelines, updates, and next steps.
Identify hiring risks using market data and recruiting insights and recommend practical adjustments.