Talent Acquisition Partner
Takeda · MEX - Santa Fe ·
- Employment
- Full time
- Category
- Recruiting
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Job Description
About the Role
The Talent Acquisition Partner is responsible for end-to-end recruiting and support across an assigned portfolio of 45+ BioLife centers and 130+ hiring managers. The role delivers consistent candidate flow for ongoing high-volume demand and supports specialized priorities, including licensed nurses and emergency medical technicians for our Medical Support Specialist roles, leadership, and new center hiring.
This business-partnership-focused, data-driven role requires advanced consultation, business acumen, proactive ownership, and the effective use of analytics, market insights, and recruiting technology. The position manages a complex, high-volume portfolio and partners closely with hiring managers, Operations, Training, Quality, HR, center and laboratory stakeholders, new center teams, and Talent Acquisition leadership.
The role is distinguished by independent judgment, regional influence, strategic execution, and ownership of business-critical hiring. It strengthens recruiting consistency, stakeholder alignment, workforce planning, risk visibility, and hiring outcomes while serving as a trusted consultation and escalation partner. The position has no direct or indirect reports.
How you will contribute
- Portfolio ownership, consultation, and relationship building: Serve as a strategic Talent Acquisition business partner to hiring managers and center leadership. Build trusted, productive relationships; lead intake discussions; clarify job and selection requirements; identify workforce needs; and advise on market conditions, staffing risks, and recruiting priorities.
- Specialized hiring support: Lead or provide elevated regional support for licensed roles including: nurses and EMT’s, leadership, new centers, and other business-critical hiring, ensuring consistent execution, stakeholder visibility, and timely escalation.
- Develop and execute market-specific and regional recruiting strategies based on candidate availability, competitive conditions, regulatory requirements, role qualifications, business performance, and short- and long-term hiring demand.
- Manage a complex, high-volume portfolio with disciplined prioritization, service delivery, communication, and follow-through across varied role levels, markets, and urgent business needs.
- Own pipeline health and the end-to-end recruiting process, including sourcing, outreach, screening, interview coordination, candidate disposition, hiring manager follow-up, offer consultation and support, relocation when applicable, and onboarding handoff.
- Partner across Operations, Training, Quality, HR, center and laboratory leadership, new center teams, district teams, and Talent Acquisition leadership to align recruiting plans with workforce needs, center readiness, and operational continuity.
- Review and interpret recruiting data each day—including candidate flow, funnel conversion, requisition aging, source performance, interview activity, offers, and hiring progress—to set daily priorities, identify gaps and risks, adjust sourcing and candidate engagement strategies, and communicate recommended actions to hiring stakeholders.
- Design proactive sourcing, hiring event, and candidate engagement strategies that build diverse, qualified pipelines and support a consistent, positive candidate experience.
- Identify and escalate staffing risks, process barriers, and market challenges that could affect business-critical hiring, new center openings, workforce readiness, or hiring commitments.
- Use recruiting technology, candidate databases, automation, and AI-enabled tools to improve efficiency and evaluation while maintaining fairness, appropriate human oversight, and applicable governance standards.
- Maintain compliant hiring practices, accurate records, data privacy and integrity, timely requisition updates and candidate disposition, and disciplined use of Workday and other applicant tracking systems within a regulated environment.
- Promote inclusion and diversity through equitable selection practices, targeted sourcing, and thoughtful consultation throughout the recruiting process.
- Test, measure, and refine sourcing, outreach, and candidate engagement approaches using performance data to determine effectiveness and scale successful practices.
- Document stakeholder commitments, follow-up actions, decisions, and escalations to support transparency, accountability, and timely execution.
- Drive measurable outcomes, including time-to-fill, quality of slate, pipeline conversion, requisition health, stakeholder experience, service-level performance, risk visibility, and fulfilment of priority roles. Share recurring data insights and trends with Talent Acquisition leadership and develop corrective action plans when recruiting performance is below expectations.
Skills and Expertise
- Bachelor’s degree preferred, or an equivalent combination of education and relevant experience.
- Three to five years of progressive recruiting experience in a high-volume, centralized organization, including demonstrated ownership of complex portfolios or regional hiring priorities.
- Preferred experience recruiting for licensed and non-licensed professional roles in a high-volume, multi-site, or regulated environment.
- Strategic, data-driven recruiter who translates business needs, analytics, labor market insights, and funnel performance into actionable recruiting strategies.
- Proven ability to independently manage a complex, high-volume, multi-market portfolio while maintaining prioritization, service delivery, communication, and stakeholder alignment.
- Demonstrated success supporting specialized or business-critical hiring, including leadership, licensed professionals, new locations, laboratory roles, or development programs.
- Strong consultation, relationship-building, communication, facilitation, and influencing skills, with the ability to align diverse stakeholders without direct authority.
- Knowledge of market-based recruiting strategies, workforce planning, regulatory considerations, candidate behavior, and the availability of licensed and non-licensed talent.
- Proficiency with Workday or other applicant tracking systems, Microsoft Office, candidate relationship management (CRM) tools, sourcing platforms, dashboards, recruiting analytics, and AI-enabled recruiting tools.
- Customer-focused, detail-oriented, adaptable, and persistent, with sound judgment, strong follow-through, proactive risk identification, and practical problem-solving skills.
- Preferred experience supporting regional hiring priorities, leadership hiring, nurse and EMT hiring, new center openings, laboratory hiring, or Manager Trainee program hiring.
- Experience using applicant tracking systems, candidate relationship management (CRM) tools, AI-enabled sourcing and screening tools, candidate engagement tools, dashboards, Excel, and recruiting analytics to manage activity, evaluate results, and inform recruiting actions.
- Experience applying sourcing, workforce planning, market intelligence, consultation, prioritization, and relationship-building skills in a high-volume, multi-site recruiting environment.
This is a hybrid-model role with an expected on-site attendance of 2-3 days a week at our Santa Fe, CDMX offices.