Cordis Senior Talent Acquisition Partner, Sales (Remote) in Helana, Montana
For more than 60 years, Cordis has been a worldwide leader in in the development and manufacturing of interventional vascular technology, offering higher quality and less invasive experiences for people around the world. With a robust global footprint with operations in more than 60 countries, we empower you to do your best work and unleash your full potential.
Cordis is seeking a Senior Talent Acquisition Partner to lead talent acquisition efforts for the sales function in the US. Experience leading recruitment of sales professionals within the medical device industry is highly preferred. This role is part of a fun and hard-working global talent acquisition team focused on recruiting top talent while providing a best-in-class experience for both our hiring managers and candidates.
Essential Functions and Responsibilities:
Manage the entire recruiting life-cycle process of assigned requisitions and serve as a consultative partner to hiring leaders on all recruiting activities.
Demonstrate a deep knowledge of talent acquisition, including recruiting strategy development, candidate sourcing, candidate pipelining, stakeholder management, and assessment/selection.
Consult with business leaders on talent related strategies and initiatives throughout the course of a search to influence decisions regarding recruitment strategy, profile development, assessment methods and final selection.
Advise hiring teams on the most effective sourcing strategy that will support the identification of desired talent and communicate any key labor market trends that may impact search.
Drive a positive and best in class candidate experience to ensure engagement throughout the recruitment process.
Develop a deep understanding of the type of talent and “DNA” that aligns with the company culture and values, in order to evaluate and select candidates that align with our company's core values and mission.
Partner with department leaders and HR partners to understand and evaluate internal talent in conjunction with external talent pipelines and trends to influence talent strategies and selection.
Demonstrate an agile mindset by embracing new technologies in the end-to-end recruiting process to develop and execute sourcing strategies, build sustainable candidate pipelines, drive increased quality of hire and decrease time to fill.
Understand and execute business priorities, workforce planning outcomes, regional current and future capability requirements as well as any specific talent challenge to be addressed by translating a business strategy.
Advocate for the Global D&I Strategy and constantly look for self and process improvement opportunities.
Manage requisition and key staffing related processes in the ATS (UKG) and other sourcing and recruitment platforms (i.e. LinkedIn, Indeed, etc).
Manage key business relationships; partner effectively with business leaders and functional teams to ensure business requirements are clearly understood and met; maintain broad influence through ongoing development of internal/external relationships across the organization.
Education & Experience Qualifications
Bachelor’s degree in Human Resources, Business Administration or a related field, required
A minimum of six (6) years of full cycle recruiting experience required
Demonstrated ability to provide guidance to hiring managers on staffing needs and issues
Demonstrated ability to manage multiple recruiting priorities across multiple regions in a highly dynamic and high growth environment
Work with flexibility, efficiency, and diplomacy both individually and as part of a team effort
Possess a global talent perspective
Has validated ability to recruit diverse individuals and ability to negotiate and advise on complex compensation packages is required
Technically savvy with demonstrated knowledge of best practices with social media, applicant tracking systems, and Excel
Knowledge and use of UKG / Ultimate Kronos Group ATS, preferred#LI-SG1
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)