Senior Talent Acquisition Partner (REMOTE - East Coast)
PerkinElmerWhen joining PerkinElmer, you select an experienced and trusted leader in scientific solutions, with the support of a global service network and distribution centers, providing the right solution, at the right time, to meet critical customer needs. With over an 80+ year legacy of advancing science and a mission of innovating for a healthier world, our dedicated team collaborates closely with commercial, government, academic and healthcare customers to deliver our broad portfolio of analytical solutions, and OneSource services.
Job Title
Senior Talent Acquisition Partner (REMOTE - East Coast)
Location(s)
US Remote - MA, US Remote - NCThe Senior Talent Acquisition Partner will be responsible for full cycle recruitment and will source, screen and recruit the next generation of talent for our organization. The Senior Talent Acquisition Partner will collaborate with Hiring Managers and the human resources department to recruit the best-qualified and best-fit candidates for job vacancies. The position requires an energetic, creative, and results-oriented individual ready to positively influence the growth of Project Farma.
Location: 100% remote but need to be within the EST time zone.
Responsibilities:
Conduct active searches of candidates for the designated jobs, while reviewing incoming applicants.
Build networks and community relationships to attract passive applicants.
Deliver a high-touch candidate and stakeholder experience.
Ensure excellent communication with candidates & hiring managers throughout the process.
Oversee candidate process flow, ensuring timely scheduling and feedback.
Maintain recruiting Key Performance Indicators/Service Level Agreements and be proactive in achieving the expectations of customers/employees.
Ensure that work performed is in accordance with procedures of the parent company, PerkinElmer, corporate HR, and delivered within a specified timeframe
Ensure compliance with federal, state, and local regulations concerning employment and the interviewing process, including pre and post hire employment documentation.
Perform other HR or recruiting tasks as required by Leadership.
Metrics for Success
Business Acumen
Applies knowledge of industry trends and labor market data to inform sourcing and hiring recommendations.
Aligns recruitment plans with departmental and organizational goals.
Understands the financial and operational impact of hiring decisions.
Dealing with Ambiguity
Adapts recruitment approaches when job requirements or timelines shift.
Makes timely decisions with incomplete information and adjusts plans as needed.
Maintains productivity and focus during periods of organizational change or uncertainty.
Organizational Agility
Navigates internal structures and relationships to expedite hiring processes.
Understands how different departments operate and modifies recruitment support accordingly.
Builds internal networks to influence and support hiring outcomes.
Drive for Results
Meets or exceeds hiring targets and time-to-fill metrics.
Tracks and reports recruitment KPIs to demonstrate performance.
Takes ownership of outcomes and follows through on commitments.
Customer Focus
Responds promptly to hiring manager and candidate inquiries.
Gathers feedback from stakeholders to improve recruitment processes.
Builds trust with internal leadership through consistent delivery and communication.
Interpersonal Savvy
Communicates effectively with candidates, hiring managers, and peers.
Handles sensitive conversations with professionalism and discretion.
Builds rapport across diverse teams and adapts communication style to audience.
Experience Required
Bachelor’s Degree with 5+ years of full lifecycle recruiting in a contract, corporate and/or agency environment.
2–3 years of agency recruiting and/or experience recruiting fully billable consultants, ideally within professional services, life sciences, engineering, or technical project environments.
2+ years of Executive Level recruiting.
Proven track record implementing full recruiting life-cycle strategies to attract and hire exempt and non-exempt candidates.
Experience recruiting across multiple U.S. states, with an understanding of regional labor markets and talent strategies.
Strong knowledge of U.S. recruiting compliance, including federal, state, and local employment regulations (EEO, OFCCP, FCRA, pay transparency, and state-specific requirements).
Demonstrated ability to manage up and down the organizational chart, influencing senior leaders and supporting junior contributors.
Other Preferred
Experience recruiting in the pharmaceutical, biotech, GMP manufacturing, or engineering sectors, with the ability to attract niche technical talent.
Candidates located in the Eastern or Central U.S. time zones strongly preferred to best support hiring teams and project schedules.
High degree of technical competence and creativity.
Demonstrated knowledge of applicant tracking systems (ATS); Workday is a plus.
Proven ability to source passive and niche candidates using technology-based recruiting techniques.
Demonstrated knowledge/experience using job boards, social media, direct sourcing, and referral programs.
Proficient in skill and behavioral based interviewing.
Strong interpersonal, persuasion and negotiation skills coupled with the ability to work collaboratively across the company.
The annual compensation range for this full-time position is $100,000 to $125,000. The final base pay offered to the successful candidate will be determined by factors including internal equity, work location, as well as individual qualifications, such as job-related skills, experience, and relevant education or training.