Talent acquisition manager jobs in Princeton Meadows, NJ

Director of Talent Acquisition (ABA) Lakewood, NJ 120-160K (DOE) A leading ABA company is seeking a strategic and experienced Director of Talent Acquisition to build and lead a sophisticated recruiting function. This is not a typical recruiter role-this is a builder role for someone who can design and execute high-level sourcing strategies, especially for clinical and administrative roles within healthcare. The Ideal Candidate: Proven healthcare recruitment experience (preferably in nursing homes, home care, or ABA). Strategic thinker with ability to design long-term recruiting systems. Process-oriented with strong analytical and organizational skills. Strong networker and relationship builder; able to engage passive candidates. Comfortable working independently in a fast-moving environment. Experience managing or mentoring junior recruiting staff is a plus. Key Responsibilities: Develop and lead recruitment strategies for clinical and operational roles across the organization. Source and engage high-quality candidates using creative and proactive methods. Build a strong recruiting pipeline through networking, job boards, referral programs, and partnerships. Manage full-cycle recruitment from job intake through offer negotiation. Collaborate with department leads to assess hiring needs and set clear hiring goals. Track and report hiring metrics; implement improvements based on insights. Partner with leadership to improve employer branding and candidate experience. Qualifications and Must-Haves: 4+ years of recruitment experience, with at least 2 years in healthcare. Demonstrated success sourcing clinical staff (e.g., BCBA, RBT, LPN, RN, CNA). Strong understanding of sourcing techniques, recruitment metrics, and ATS tools. Excellent communication and negotiation skills. Email resume to: **********************

Salary: $65,000-$80,000 Job Type: Full-time, Direct Hire Core Financial Outsourcing is a bookkeeping, accounting, tax and consulting firm located in Doylestown, PA. We provide our services both onsite and virtually for a wide variety of clients with no particular focus on any one industry. What that means for our team is response for many different types of accounting tasks rather than just focusing on only one area of the whole accounting picture. We are seeking a proactive and detail-oriented In-House Recruiter to lead the recruitment cycle for all accounting roles within our organization. The ideal candidate will have a strong understanding of the accounting industry and profession, exceptional sourcing and relationship-building skills, and a passion for connecting top talent with meaningful career opportunities. This role will collaborate closely with our leadership team to identify staffing needs, design effective recruitment strategies, and ensure a positive candidate experience from initial contact through onboarding. Essential Functions and Responsibilities Manage the end-to-end recruitment process for accounting positions at all levels(e.g., Staff Accountant, Senior Accountant, Controller, etc.) Partner with leadership to understand role requirements, team goals, and desired candidate profiles Develop and implement targeted sourcing strategies, including use of job boards, LinkedIn, referrals, professional associations, and university networks Screen resumes, conduct initial interviews, and evaluate candidates for technical and cultural fit Coordinate interview scheduling, assessments, and feedback collection Maintain an active talent pipeline for current and future accounting openings Collaborate with Office Manager to streamline onboarding and ensure smooth transitions for new hires Education and Experience: Bachelor's degree in Human Resources, Business Administration, Accounting, or a related field 3-5 years of recruitment experience, ideally with a focus on accounting or finance roles (agency or in-house) Solid understanding of accounting functions, certifications (CPA, CMA, etc.), and industry-specific skill sets Proven ability to manage multiple requisitions and priorities in a fast-paced environment Excellent interpersonal, communication, and negotiation skills High attention to detail and a commitment to confidentiality and professionalism Compensation and Benefits: The expected pay range for this role is $65,000-$80,000per year and will be commensurate with factors such as relevant experience, skills, and qualifications Comprehensive benefits package including medical, dental, and vision with employer subsidy. Life insurance benefits are provided at no cost to the employee. Short and long term disability are available and are 100% employee paid. 401(k) Retirement plan with employer match Company paid holidays and paid vacation time off Work Environment: Schedule: Monday-Friday, 40 hours a week based on business requirements Opportunities for career advancement Regular team building events and company holiday parties Core Financial Outsourcing is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, disability, sex, sexual orientation, gender identity, or national origin. Nothing in this job posting should be construed as an offer or guarantee of employment. Why work here? When asked to describe our culture in one word, the top answer from our staff was "Flexible." We don't just talk about work/life balance here, we really mean it. We work really hard to ensure we deliver the highest quality of service for our clients but we value our free time too. We strive to create an office culture that feels laid back and cooperative and we make it a priority to bring our people together outside of the office as well so we can all put our work aside and just be ourselves. If you're looking to share your expertise and help a growth-oriented team bridge the gap between traditional bookkeepers and business owners, we may have just the perfect fit for you.

Job DescriptionTalent Acquisition Manager (Contract) (Pharmaceutical) Reporting to the Director Talent Acquisition, this individual will identify and attract the best candidates while ensuring a positive hiring manager/candidate experience. Proactively partner with business leaders to provide consultation on talent acquisition strategies. Develop and implement sourcing strategies to build pipelines for current and future hiring demands. Source talent via multiple talent sourcing channels to attract high quality, agile talent. Ensure that candidates that move through hiring process have a positive experience that is reflective of our culture. Partner closely with HR colleagues through the process. Produce reporting, metrics, and analytics. Strong industry knowledge in the Life Sciences and/or Biotechnology and/or Pharmaceutical and/or Medical Devices. REQUIREMENTS Bachelor's Degree 2+ years of Talent Acquisition experience in biotechnology or pharmaceutical industries. Demonstrated experience with developing and executing innovative sourcing strategies. Problem solver and ability to manage multiple priorities. Thorough knowledge of federal and state employment laws and current HR business trends and best practices. Humble and always willing to help and learn from others.

+ The Executive Sourcing Talent Access Partner will be responsible for the delivery of high-quality executive-level candidates by utilizing strategic sourcing methodologies, business intelligence, external networks, professional organizations, social media, branding initiatives, and technology tools in support of strategic business objectives in partnership with Recruiters and Hiring managers. + Serve as a strategic Sourcer, by actively establishing a collaborative relationship with Recruiters and select business leaders by providing recommendations and talent insights using deep technical acuity, market knowledge, and a strong network + Use enterprise strategies (employer brand, etc.) and own the development of innovative digital outreach (via social, email outreach, etc.) for talent needs + Partner with Executive TA leadership to review key performance indicators that improve sourcing efficiency and overall individual and team performance + Drive a best-in-class candidate experience, cultivate long-term relationships, and build a sustainable candidate pipeline + Promote agile thinking through a fast, adaptive, and iterative sourcing approach + Use business data, technology, and other operational metrics to recommend a diverse pool of candidates to Recruiters and business leaders and "sell" the company to passive talent + As a member of our Executive TA team, you will support the identification of and outreach to external prospects for critical hiring across client globally + Be a part of a TA team that ultimately owns and drives the successful identification, attraction, and acquisition of talent in support of various talent segments + Use multiple capabilities including digital talent development, innovative technology, data, research, and analytical insights to drive the company's talent attraction strategy and directly build talent pipelines + Use enterprise strategies (employer brand, etc.) and own the development of innovative digital outreach campaigns (via social, email outreach, etc.) for talent needs + Partner with Executive TA leadership to review key performance indicators that improve sourcing efficiency and overall individual and team performance + The Executive Sourcing Specialist will be responsible for the delivery of high quality professional and executive level candidates by utilizing strategic sourcing methodologies, business intelligence, internal and external networks, professional organizations, social media, branding initiatives, and technology tools in support of strategic business objectives in partnership with Recruiters and Hiring managers within client + The incumbent accomplishes this by demonstrating the Global Leadership Profile behaviors and leveraging his/her knowledge, skills, abilities, and competencies in the talent sourcing/identification discipline + Qualifications - Internal **Responsibilities:** + Possess a global talent perspective + Strong communication skills with the ability to influence key partners across an organization + Demonstrated interpersonal skills and the ability to work competently both individually and as a team member + Experience supporting FMCG industry is a plus + The ability to speak, read and write fluently in English is required **Experience:** A minimum of five years of business/professional experience is required **Skills:** + Knowledge of ground-breaking technologies that impact the recruiting industry and their implications in the business and talent landscape + A minimum of 4 years of Executive Recruiting, Sourcing, Talent Development, or HR experience is required + Experience in creating talent pipelines for varying functions and levels through multiple channels required + Preferred background in corporate environment or in recruiting Executive level professionals in either a retained search firm, agency or corporation + Proficiency in the use of social media use (i.e., LinkedIn/job boards etc.) and software like MS Word, Outlook and Excel is required; experience with Taleo or a similar applicant tracking system and with a talent relationship management system is preferred + Knowledge of HR recruitment practices including compensation, global mobility, employment law, interviewing and sourcing strategies + Knowledge of Consumer-Packaged Goods industry + Possess excellent assessment and interviewing skills and strong command of assessment and selection methodologies, instruments and processes + Experience utilizing metrics regularly to assess and maintain performance **Education:** A minimum of a Bachelor's Degree is required **About US Tech Solutions:** US Tech Solutions is a global staff augmentation firm providing a wide range of talent on-demand and total workforce solutions. To know more about US Tech Solutions, please visit *********************** (*********************************** . US Tech Solutions is an Equal Opportunity Employer.All qualified applicants will receive consideration for employment without regard to race, colour, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. **Recruiter Details:** Name: **I.Prudvi kumar** Email: *********************************** Internal Id: **25-37290**

Director of Talent Acquisition Lakewood, NJ $110k - $180k A fast-growing multi-state ABA provider is seeking a dynamic Director of Talent Acquisition to lead its national recruitment efforts. This hands-on leadership role will oversee the full recruitment lifecycle, develop employer branding strategies, and implement scalable hiring systems to support rapid growth. Responsibilities Oversee full-cycle recruiting processes, including sourcing, interviewing, and hiring for clinical and non-clinical roles Lead and grow a high-performing internal talent acquisition team Develop and execute national employer branding strategies to attract top-tier candidates Establish metrics and reporting systems to track hiring performance and pipeline health Optimize recruitment systems, tools, and processes for scalability Partner with onboarding and HR teams to ensure a smooth transition for new hires Requirements Proven ability to build and scale recruiting operations in a fast-paced organization Experience in employer branding, workforce planning, and recruitment marketing Strong leadership and organizational skills, with a hands-on approach and the ability to balance strategy and execution Familiarity with healthcare or therapy settings preferred Must be based in or commutable to Lakewood, NJ We value your confidentiality! All applications and inquiries will be handled discreetly.

An ABA company in Lakewood is seeking a Director of Talent Acquisition to lead a team of 20-25 recruiters. This role requires a professional, systematic, and tech-savvy individual who will streamline the recruiting process, implement an ATS, and develop KPIs without micromanaging. Responsibilities: - Oversee and guide a team of 20-25 recruiters, ensuring effective performance. - Develop and implement KPIs to measure recruiting success. - Review and negotiate recruitment contracts. - Provide support to states requiring additional recruiting assistance. - Streamline and improve the recruiting process. - Implement and maintain an ATS for efficient recruitment. - Collaborate with leadership to align talent acquisition with company goals. Qualifications: - Strong experience in talent acquisition and team management. - Proven ability to lead without micromanaging, fostering autonomy in team members. - Proficient in implementing and managing an ATS. - Strong organizational and leadership skills. - Ability to work flexibly and adapt to company needs. Please send your resume to Careers@stingstaffing.com

Join BoldAge PACE and Make a Difference! Why work with us? A People First Environment: We make what is important to those we serve important to us. Make an Impact: Enhance the quality of life for seniors. Professional Growth: Access to training and career development. Competitive Compensation: Medical/Dental Flex Time Off 401K with Match* Life Insurance Tuition Reimbursement Flexible Spending Account Employee Assistance Program BE PART OF OUR MISSION! Are you passionate about helping older adults live meaningful, independent lives at home with grace and dignity? BoldAge PACE is an all-inclusive program of care, personalized to meet the individual health and well-being needs of our participants. Our approach is simple: We listen to our participants and their caregivers to truly understand their needs and desires. Director of Talent Acquisition & Recruitment JOB SUMMARY: The Director of Talent Acquisition & Recruitment leads the strategy and operations of BoldAge PACE's recruitment function to ensure the organization attracts and retains top talent. This role oversees workforce planning, sourcing strategies, employer branding, and full lifecycle recruitment across all sites while leading a team of recruiting professionals focused on high-quality hiring and long-term retention. The Director creates and manages KPIs and recruitment metrics to drive performance, improve time-to-fill and quality-of-hire, and optimize recruitment processes and technology. This leader partners closely with HR, Operations, Clinical Leadership, Business Development, Finance, and Executive Leadership to align hiring efforts with organizational priorities, expansion plans, and retention goals. The role plays a key part in supporting BoldAge PACE's People First culture through strategic hiring practices, operational excellence, and effective team leadership. This position requires travel to PACE centers and new market locations to support workforce planning, leadership alignment, hiring strategy execution, site openings, and recruiter development. ESSENTIAL DUTIES AND RESPONSIBILITIES: Leadership, Team Management & Accountability Lead, coach, and develop a high-performing Talent Acquisition team, providing regular 1:1s, feedback, and ongoing performance management. Establish clear expectations, drive accountability, and promote a People First leadership culture aligned with BoldAge's core values. Complete timely performance reviews and support individual development plans that strengthen team capability and readiness. Partner with HR, Operations, Clinical Leadership, Business Development, Finance, and Executive Leadership to ensure alignment of recruitment strategies with organizational priorities and workforce needs. Talent Acquisition Strategy & Workforce Planning Develop and execute a comprehensive talent acquisition strategy that supports organizational growth, new site openings, workforce planning, and retention goals. Analyze labor market trends, turnover patterns, and staffing forecasts to proactively shape recruitment strategy. Embed DEI principles into all recruitment strategies to build diverse pipelines and ensure equitable selection processes across all markets. Build and maintain an employer brand that reflects BoldAge's mission, values, and commitment to exceptional service. Recruitment Operations & Pipeline Management Oversee full-cycle recruitment for all roles, ensuring efficient, compliant, and consistent processes across all sites. Implement innovative sourcing strategies to strengthen pipelines, diversify talent pools, and reduce reliance on external recruitment agencies. Drive down external recruitment expenses by optimizing internal sourcing capabilities and improving vendor utilization. Ensure operational adherence to staffing ratios, hiring timelines, and service-level expectations for all recruitment activities. Partner closely with the Credentialing team to support clinical hiring needs including Medical Directors, Nurse Practitioners, and other licensed professionals by ensuring timely submission of required documentation, coordinating licensure and certification verification, and maintaining alignment between recruitment workflows and credentialing timelines to support compliant, efficient onboarding. Process Optimization, Technology & Vendor Management Evaluate and optimize recruitment workflows to increase efficiency, accuracy, and scalability across the organization. Oversee the performance, utilization, and continuous improvement of ATS, HRIS-supported workflows, digital recruitment tools, and sourcing platforms. Manage external recruitment vendors, job boards, and sourcing platforms to ensure cost-effectiveness, performance accountability, and contract compliance. Partner with Communications/Marketing to support social media recruitment, employer branding initiatives, and talent marketing campaigns. Hiring Manager & Candidate Experience Ensure positive, transparent, and professional candidate experience from application through onboarding. Partner with hiring managers to support job scoping, interview readiness, selection decisions, and forecasting of hiring needs. Provide training and coaching to leaders on interviewing best practices, equitable hiring, and recruitment protocols. Onboarding Compliance & Industry Requirements Maintain a clear understanding of CMS and state-specific onboarding requirements for home care and ambulatory care environments. Ensure all pre-hire and onboarding processes meet federal, state, accreditation, and organizational compliance standards. Collaborate with Compliance and HR Operations to ensure documentation, licensure, credentialing, and regulatory onboarding requirements are completed timely and accurately. Reporting, Metrics & Continuous Improvement Establish and manage KPIs and recruitment dashboards to evaluate performance, identify trends, and inform decision-making. Prepare and present recruitment updates, workforce insights, and recommendations to HR Leadership and Executive Leadership. Conduct periodic audits of recruitment processes to ensure consistency, compliance, and ongoing improvement. Use data to evaluate sourcing effectiveness, hiring conversion rates, time-to-fill, cost-per-hire, and quality-of-hire. EXPERIENCE AND EDUCATION: Bachelor's degree required n Human Resources, Business Administration, Healthcare Administration, Organizational Development, ora related field. Master's degree preferred in Human Resources, Business, or related discipline. HR or Talent Acquisition-related certification preferred (e.g., SHRM-CP/SCP, PHR/SPHR, AIRS, HCI Talent Acquisition Strategist). Additional training or certification in recruitment marketing, workforce planning, or DEI recruitment practices is a plus. PRE-EMPLOYMENT REQUIREMENTS: All Employees - Must have reliable transportation, a valid driver's license, and the minimum state required liability auto insurance. Be medically cleared for communicable diseases and have all immunizations up to date before engaging in direct participant contact. Pass a comprehensive criminal background check that may include, but is not limited to, federal and state Medicare/Medicaid exclusion lists, criminal history, education verification, license verification, reference check, and drug screen. BoldAge PACE provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. * Match begins after one year of employment Monday - Friday Days Full-time

Job Description Join BoldAge PACE and Make a Difference! Why work with us? A People First Environment: We make what is important to those we serve important to us. Make an Impact: Enhance the quality of life for seniors. Professional Growth: Access to training and career development. Competitive Compensation: Medical/Dental Flex Time Off 401K with Match* Life Insurance Tuition Reimbursement Flexible Spending Account Employee Assistance Program BE PART OF OUR MISSION! Are you passionate about helping older adults live meaningful, independent lives at home with grace and dignity? BoldAge PACE is an all-inclusive program of care, personalized to meet the individual health and well-being needs of our participants. Our approach is simple: We listen to our participants and their caregivers to truly understand their needs and desires. Director of Talent Acquisition & Recruitment JOB SUMMARY: The Director of Talent Acquisition & Recruitment leads the strategy and operations of BoldAge PACE's recruitment function to ensure the organization attracts and retains top talent. This role oversees workforce planning, sourcing strategies, employer branding, and full lifecycle recruitment across all sites while leading a team of recruiting professionals focused on high-quality hiring and long-term retention. The Director creates and manages KPIs and recruitment metrics to drive performance, improve time-to-fill and quality-of-hire, and optimize recruitment processes and technology. This leader partners closely with HR, Operations, Clinical Leadership, Business Development, Finance, and Executive Leadership to align hiring efforts with organizational priorities, expansion plans, and retention goals. The role plays a key part in supporting BoldAge PACE's People First culture through strategic hiring practices, operational excellence, and effective team leadership. This position requires travel to PACE centers and new market locations to support workforce planning, leadership alignment, hiring strategy execution, site openings, and recruiter development. ESSENTIAL DUTIES AND RESPONSIBILITIES: Leadership, Team Management & Accountability Lead, coach, and develop a high-performing Talent Acquisition team, providing regular 1:1s, feedback, and ongoing performance management. Establish clear expectations, drive accountability, and promote a People First leadership culture aligned with BoldAge's core values. Complete timely performance reviews and support individual development plans that strengthen team capability and readiness. Partner with HR, Operations, Clinical Leadership, Business Development, Finance, and Executive Leadership to ensure alignment of recruitment strategies with organizational priorities and workforce needs. Talent Acquisition Strategy & Workforce Planning Develop and execute a comprehensive talent acquisition strategy that supports organizational growth, new site openings, workforce planning, and retention goals. Analyze labor market trends, turnover patterns, and staffing forecasts to proactively shape recruitment strategy. Embed DEI principles into all recruitment strategies to build diverse pipelines and ensure equitable selection processes across all markets. Build and maintain an employer brand that reflects BoldAge's mission, values, and commitment to exceptional service. Recruitment Operations & Pipeline Management Oversee full-cycle recruitment for all roles, ensuring efficient, compliant, and consistent processes across all sites. Implement innovative sourcing strategies to strengthen pipelines, diversify talent pools, and reduce reliance on external recruitment agencies. Drive down external recruitment expenses by optimizing internal sourcing capabilities and improving vendor utilization. Ensure operational adherence to staffing ratios, hiring timelines, and service-level expectations for all recruitment activities. Partner closely with the Credentialing team to support clinical hiring needs including Medical Directors, Nurse Practitioners, and other licensed professionals by ensuring timely submission of required documentation, coordinating licensure and certification verification, and maintaining alignment between recruitment workflows and credentialing timelines to support compliant, efficient onboarding. Process Optimization, Technology & Vendor Management Evaluate and optimize recruitment workflows to increase efficiency, accuracy, and scalability across the organization. Oversee the performance, utilization, and continuous improvement of ATS, HRIS-supported workflows, digital recruitment tools, and sourcing platforms. Manage external recruitment vendors, job boards, and sourcing platforms to ensure cost-effectiveness, performance accountability, and contract compliance. Partner with Communications/Marketing to support social media recruitment, employer branding initiatives, and talent marketing campaigns. Hiring Manager & Candidate Experience Ensure positive, transparent, and professional candidate experience from application through onboarding. Partner with hiring managers to support job scoping, interview readiness, selection decisions, and forecasting of hiring needs. Provide training and coaching to leaders on interviewing best practices, equitable hiring, and recruitment protocols. Onboarding Compliance & Industry Requirements Maintain a clear understanding of CMS and state-specific onboarding requirements for home care and ambulatory care environments. Ensure all pre-hire and onboarding processes meet federal, state, accreditation, and organizational compliance standards. Collaborate with Compliance and HR Operations to ensure documentation, licensure, credentialing, and regulatory onboarding requirements are completed timely and accurately. Reporting, Metrics & Continuous Improvement Establish and manage KPIs and recruitment dashboards to evaluate performance, identify trends, and inform decision-making. Prepare and present recruitment updates, workforce insights, and recommendations to HR Leadership and Executive Leadership. Conduct periodic audits of recruitment processes to ensure consistency, compliance, and ongoing improvement. Use data to evaluate sourcing effectiveness, hiring conversion rates, time-to-fill, cost-per-hire, and quality-of-hire. EXPERIENCE AND EDUCATION: Bachelor's degree required n Human Resources, Business Administration, Healthcare Administration, Organizational Development, ora related field. Master's degree preferred in Human Resources, Business, or related discipline. HR or Talent Acquisition-related certification preferred (e.g., SHRM-CP/SCP, PHR/SPHR, AIRS, HCI Talent Acquisition Strategist). Additional training or certification in recruitment marketing, workforce planning, or DEI recruitment practices is a plus. PRE-EMPLOYMENT REQUIREMENTS: All Employees - Must have reliable transportation, a valid driver's license, and the minimum state required liability auto insurance. Be medically cleared for communicable diseases and have all immunizations up to date before engaging in direct participant contact. Pass a comprehensive criminal background check that may include, but is not limited to, federal and state Medicare/Medicaid exclusion lists, criminal history, education verification, license verification, reference check, and drug screen. BoldAge PACE provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. * Match begins after one year of employment Monday - Friday Days Full-time

The Manager of Talent Management Experience at Otsuka is a pivotal role responsible for leading and enhancing the talent management processes within the organization. This role involves leading programs to improve employee experience, drive talent development, and ensure program excellence in talent management practices. The manager will oversee as Program Lead the Talent Marketplace Program and Leaders for Life Mentorship Program, as well as support functions including succession planning and selection and assessment initiatives/processes under the guide of senior leadership. This role reports to the Director of Talent Management with strong partnership to Enterprise Leadership Development and Inclusion and Belonging leader as well as Selection, Assessment and Performance Management leader. **Key Responsibilities:** **Talent Management Support:** + Collaborate to evolve processes that drive efficiency, simplification and optimize practices to drive enterprise impact in partnership with the Talent Management Leader and Leadership team. + Support comprehensive talent management strategies, succession planning administration, and a robust pipeline of future leaders overall. Succession planning support includes but is not limited to: employee development tracking, strategy support, data insights, PPT creation, and road-map development. **Talent Marketplace:** + Support administration of Talent Marketplace and Mentorship Program under guidance of senior leadership, ensuring it effectively matches employees with opportunities that align with their skills and career aspirations. + Continuously evaluate and improve the Talent Marketplace to enhance user experience and program efficiency. + Provide overall program management which includes but not limited to thought partnership and collaboration to the senior leader on the design, communications, long-term planning, and outcomes aligned to business strategy, partnerships across PBS and non-PBS functions (i.e., total rewards, mobility, workforce planning, legal, compliance, etc.), resources, toolkits, and other for effective team delivery. + Includes change management, partnership with Change & Comms teams, HRIS, and potentially IT/Vendor support for potential systems and/or integrations + Influence without authority with participants, people leaders, HRBPs, and others + Help drive insights from KPIs metrics for program effectiveness, pivot as appropriate based on data **Mentorship Program:** + Support the responsibility to oversee the Mentorship Program (Leaders for Life) to foster employee development and engagement in alignment with PBS development, onboarding, culture and engagement strategies. + Monitor program effectiveness and make data-driven recommendations to maximize impact. **Selection and Assessment:** + Collaborate with the Selection and Assessment Leader to support coaching, 360-degree feedback processes, and skill mapping initiatives. + Ensure assessment tools and processes are effective and aligned with organizational goals. + Includes support and ownership of coaching data and analytics in partnership with the leader of selection and assessment + Includes but not limited to other initiatives **Program Excellence:** + Maintain program documentation and ensure compliance with established processes to help drive program excellence + In partnership with HRIS, utilize data analytics to measure the effectiveness of talent management initiatives and inform decision for the Talent Management leader and leadership team to analyze for potential future programmatic evolutions + Partner to provide input to HRIS (in partnership with the Talent Management leader) to create a one holistic Talent Management dashboard which includes but not limited to succession, performance management, leadership development, inclusion and belonging, coach, selection and assessment, and talent experiences which will provide a total holistic story to inform talent strategies with the business. + Responsible for exceptional day-to-day task execution of all responsible programs, initiatives and projects. **Stakeholder Engagement:** + Build strong relationships with key stakeholders across the organization to ensure alignment and support for talent management initiatives. + Support the communicate, and any change plans as needed in collaboration with the change and comms leaders to drive effective comms with all levels of the organization with goals to promote understanding and engagement with talent management strategies under the guidance, leadership, and partnership of the ED, Talent Management Leader and other senior leaders. **Compliance and Best Practices:** + Ensure all talent management practices comply with legal requirements and industry best practices. + Stay updated on the latest trends and innovations in talent management. **Qualifications:** + Bachelor's degree; Master's degree preferred with a focus on leadership + Minimum of 3-5 years of work experience in talent management, human resources, program management, or related field. + Proven experience and knowledge of talent management programs and initiatives. + Strong understanding and of talent development, succession planning, and employee engagement strategies with preferred experience working with succession, performance management, and talent management reporting + Excellent communication, leadership, and interpersonal skills. + Ability to work collaboratively and influence stakeholders at all levels. + Proficiency in data analysis and the use of HR technology platforms. + Strategic thinking and problem-solving abilities. + Ability to manage multiple projects and priorities simultaneously. + Ability to work independently, prioritize, and work with multiple leaders + Strong analytical skills with a focus on data-driven decision-making. + Ability to work collaboratively with peers across departments and with senior leadership. + Preferred knowledge of Otsuka Talent Management functions + MS Teams and Sharepoint proficiency + Program Management expertise **Competencies** **Accountability for Results -** Stay focused on key strategic objectives, be accountable for high standards of performance, and take an active role in leading change. **Strategic Thinking & Problem Solving -** Make decisions considering the long-term impact to customers, patients, employees, and the business. **Patient & Customer Centricity -** Maintain an ongoing focus on the needs of our customers and/or key stakeholders. **Impactful Communication -** Communicate with logic, clarity, and respect. Influence at all levels to achieve the best results for Otsuka. **Respectful Collaboration -** Seek and value others' perspectives and strive for diverse partnerships to enhance work toward common goals. **Empowered Development -** Play an active role in professional development as a business imperative. Minimum $104,640.00 - Maximum $156,400.00, plus incentive opportunity: The range shown represents a typical pay range or starting pay for individuals who are hired in the role to perform in the United States. Other elements may be used to determine actual pay such as the candidate's job experience, specific skills, and comparison to internal incumbents currently in role. Typically, actual pay will be positioned within the established range, rather than at its minimum or maximum. This information is provided to applicants in accordance with states and local laws. **Application Deadline** : This will be posted for a minimum of 5 business days. **Company benefits:** Comprehensive medical, dental, vision, prescription drug coverage, company provided basic life, accidental death & dismemberment, short-term and long-term disability insurance, tuition reimbursement, student loan assistance, a generous 401(k) match, flexible time off, paid holidays, and paid leave programs as well as other company provided benefits. Come discover more about Otsuka and our benefit offerings; ********************************************* . **Disclaimer:** This job description is intended to describe the general nature and level of the work being performed by the people assigned to this position. It is not intended to include every job duty and responsibility specific to the position. Otsuka reserves the right to amend and change responsibilities to meet business and organizational needs as necessary. Otsuka is an equal opportunity employer. All qualified applicants are encouraged to apply and will be given consideration for employment without regard to race, color, sex, gender identity or gender expression, sexual orientation, age, disability, religion, national origin, veteran status, marital status, or any other legally protected characteristic. If you are a qualified individual with a disability or a disabled veteran, you may request a reasonable accommodation, if you are unable or limited in your ability to apply to this job opening as a result of your disability. You can request reasonable accommodations by contacting Accommodation Request (EEAccommodations@otsuka-us.com) . **Statement Regarding Job Recruiting Fraud Scams** At Otsuka we take security and protection of your personal information very seriously. Please be aware individuals may approach you and falsely present themselves as our employees or representatives. They may use this false pretense to try to gain access to your personal information or acquire money from you by offering fictitious employment opportunities purportedly on our behalf. Please understand, Otsuka will **never** ask for financial information of any kind or for payment of money during the job application process. We do not require any financial, credit card or bank account information and/or any payment of any kind to be considered for employment. We will also not offer you money to buy equipment, software, or for any other purpose during the job application process. If you are being asked to pay or offered money for equipment fees or some other application processing fee, even if claimed you will be reimbursed, this is not Otsuka. These claims are fraudulent and you are strongly advised to exercise caution when you receive such an offer of employment. Otsuka will also never ask you to download a third-party application in order to communicate about a legitimate job opportunity. Scammers may also send offers or claims from a fake email address or from Yahoo, Gmail, Hotmail, etc, and not from an official Otsuka email address. Please take extra caution while examining such an email address, as the scammers may misspell an official Otsuka email address and use a slightly modified version duplicating letters. To ensure that you are communicating about a legitimate job opportunity at Otsuka, please only deal directly with Otsuka through its official Otsuka Career website ******************************************************* . Otsuka will not be held liable or responsible for any claims, losses, damages or expenses resulting from job recruiting scams. If you suspect a position is fraudulent, please contact Otsuka's call center at: ************. If you believe you are the victim of fraud resulting from a job recruiting scam, please contact the FBI through the Internet Crime Complaint Center at: ******************* , or your local authorities. Otsuka America Pharmaceutical Inc., Otsuka Pharmaceutical Development & Commercialization, Inc., and Otsuka Precision Health, Inc. ("Otsuka") does not accept unsolicited assistance from search firms for employment opportunities. All CVs/resumes submitted by search firms to any Otsuka employee directly or through Otsuka's application portal without a valid written search agreement in place for the position will be considered Otsuka's sole property. No fee will be paid if a candidate is hired by Otsuka as a result of an agency referral where no pre-existing agreement is in place. Where agency agreements are in place, introductions are position specific. Please, no phone calls or emails.

Job DescriptionAbout GenScriptGenScript Biotech Corporation (Stock Code: 1548.HK) is a global biotechnology group. Founded in 2002, GenScript has an established global presence across North America, Europe, the Greater China, and Asia Pacific. GenScript's businesses encompass four major categories based on its leading gene synthesis technology, including operation as a Life Science CRO, enzyme and synthetic biology products, biologics development and manufacturing, and cell therapy.GenScript is committed to striving towards its vision of being the most reliable biotech company in the world to make humans and nature healthier through biotechnology.About ProBioProBio proactively provides end-to-end CDMO service from drug discovery to commercialization with proactive strategies, professional solutions and efficient processes in cell and gene therapy, vaccine, biologics discovery and antibody protein drug to accelerate drug development for customers. ProBio's total cell and gene therapy solution covers CMC of plasmid and virus for IND filing as well as clinical manufacturing and commercial manufacturing. Position Overview: We are seeking a Talent Acquisition Partner to join Genscript's team to conduct high-volume recruitment activities. Please note that this position is based onsite in Piscataway, NJ. The estimated salary range, dependent upon experience, is $60,000 - $70,000 base salary. Responsibilities: Conduct high volume full-cycle recruitment activities to ensure successful Talent Acquisition from a technical and cultural perspective for open positions in US sites Assist in the efforts of employer branding on social media and other channels Develop recruiting channels to effectively perform searches for qualified candidates Attend scientific conferences/tradeshows together with the sales & marketing team to advertise company positions Manage campus recruiting, develop and maintain relationships with key contacts at target schools including academic faculty, career services, student organizations, etc. Select qualified job applicants and make hiring recommendations when appropriate Analyze employment-related data and prepare required reports Conduct background and reference checks, along with e-Verify process Conduct new employee orientation and interpret human resources policies, procedures, laws, standards, or regulations Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA) Provide as needed support for continuous improvement projects, onboarding of employees and implementation of new HR services Responsible for other duties as assigned Qualifications / Requirements: Bachelor's degree in Human Resources Management Experience in Human Resources in a fast paced environment Headhunter or recruiting experience in life science industry is a plus Excellent verbal and written communication skills Strong interpersonal skills Experience driving process standardization and improvement efforts Proficiency in Microsoft Office applications, particularly Outlook, Word, Excel and PowerPoint #LI-EB1 #GS GenScript USA Inc/ProBio Inc. is a proud equal opportunity/affirmative action employer committed to attracting, retaining, and maximizing the performance of a diverse and inclusive workforce. It is the Company's policy to ensure equal employment opportunity without discrimination or harassment based on race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity or expression, age, disability, national origin, marital or domestic/civil partnership status, genetic information, citizenship status, uniformed service member or veteran status, or any other characteristic protected by law. GenScript USA Inc./ProBio Inc. maintains a drug-free workplace. Please note: Genscript USA Inc./ProBio Inc. will only contact candidates through verified application sources. GenScript/Probio does not request personal information from candidates through individual email or any other platform.

This is a professional Recruiter position. The ideal candidate will have managed client relationships with Hiring Managers throughout the recruitment process for multiple reqs within a given area of the business. Recent Corporate Pharmaceutical/Consumer Goods experience is required, and not simply through agency support. This Job Posting services to identify qualified contingent resources to fill contingent positions over the next 12+ months, potentially in a variety of functional areas. Specific functional areas may include: Marketing (Brand Director, Brand Manager, Managed Markets), Commercial Operations (Forecasting, Incentive compensation, Sample Compliance, Business Analysis), IT & Financial Operations (Pharmaceutical Industry-specific, i.e., Strategic Pricing, Contracts & Rebates, Procurement, Financial Planning & Analysis), Clinical Development (MDs), Clinical Trials Management (CRAs/Project Managers), Medical Operations (Medical Information, Biostatistics, HEOR), Regulatory Affairs (Promo Review, Drug Safety), Inflammation Strategy & Operations US Medical Affairs (Field Medical, In house MDs and strategy), Legal (Paralegal, Sr. Brand Attorney). Job Role acts as a consultative, strategic and tactical staffing partner to at least one key assigned business unit mentioned above to facilitate the achievement of the business goals as it relates to attracting and acquiring top talent. Identifies and recruits highly qualified candidates in the least amount of time from a variety of sources. Qualifications Requirements: • Minimum 6 years of HR-related experience • At least 4 years of progressive, Corporate recruitment experience required within the pharmaceutical / consumer goods industry, with a focus on one of the functional areas mentioned above • Proficiency using non-proprietary Applicant Tracking Systems; experience with 2XB (Kenexa/Brass Ring) preferred. Proficiency in Microsoft Word and Excel spread sheets. • Experience executing diversity sourcing and recruitment plans. • Demonstrated experience in an environment of multiple and changing priorities. Experience in Internet recruitment/sourcing techniques preferred. • Functional Assessment experience/knowledge preferred. Good working knowledge of HR policies, procedures and federal/state legislation. In-depth experience utilizing competency-based, behavioral interviewing experience required. • Acts as a Talent Advisor to key clients, staying up-to-date on market trends, supply & demand, etc. to help drive thoughtful discussions around business needs and desired job profiles for vacant positions • Ensures that HRBPs are continuously updated on status of openings relative to their area. • Maintains positive relationships with key clients by providing timely, relevant updates. • Proactively gives HRBPs notification of internal candidates expressing interest in changing positions. • Provides feedback to internal and external candidates in a timely fashion and in accordance with staffing procedures. • Crafts new hire offers and gain appropriate levels of approval. Provide counsel and direction relative to market-based new hire offers. • Partners with HRBPs, Managers and Compensation in the job description review and compensation levelling processes. • Works with client areas and closely with COE (Relocation, Compensation,) regarding resolution and clarification of expatriate and relocation issues, understanding guidelines, etc. • Ensures Applicant Flow, Job Folders, and sourcing/reporting are in compliance with OFCCP/EEO guidelines and internal SOPs. • Ensures that job status and associated status reports are up to date weekly Leverages the Applicant Tracking System (2XB) to develop maintain ad hoc recruitment status reports to meet HRG needs. Ensures a consistent and effective recruitment process. • Identify areas of opportunity in the process to add value, improve quality, customer service, etc. Evaluates effectiveness of sourcing tools/plans (time to fill vs. cost to fill vs. quality of hires/applicants vs. quantity of applicants) and provide recommendations/solutions. • Facilitates high quality recruiting strategy dialogue (RSD). • Identifies recruitment strategies and opportunities to meet short and long term business objectives. Creates and execute a plan for each client area. • Interviews and assesses candidates (phone screens and in-person) using behavioral, competency-based interviewing techniques. • Manages relationships with identified contingent/retained agencies, when needed. • Partners with Sourcing Specialist to develop sourcing strategies (leveraging internet tools, social networking, online ads, agencies, outplacement, etc.) and maintain positive working relationships to ensure an adequate supply of talent when needed. • Partners with the hiring manager to recruit highly qualified talent in the least amount of time. Manage a requisition load of approximately twenty positions, many of which are high level, specialty positions. Provides coaching and guidance to hiring manager in terms of: the staffing process, their interviewing skills, and candidate review meetings. • Drive the process and influence outcomes. • Utilizes assessment tools to provide overview and recommendations to hiring managers, when applicable. • Partners with agencies (contingency & retained) on job specific status updates. • Accountable for communicating challenges with suppliers Minimum Requirements BA/BS required or equivalent HR experience. HR/AIRS certification a plus. Ability to build a network across industries to identify future talent. Additional Information All your information will be kept confidential according to EEO guidelines.

Bitbean is always seeking top talent. If you strongly believe that your skills will add value to our company, we invite you to apply with an explanation as to why and how you can be of value.

WHO WE ARE: The Resources Group is a team of Operations, Human Resources, and Accounting & Finance professionals. We are business leaders, entrepreneurs, consultants, visionaries, strategists, facilitators, trainers, change leaders, collaborators, project managers, planners, implementers, and do-ers. We are experienced. We are passionate about serving our clients and improving their culture, operations, workforce, management, and business. WHAT WE BELIEVE: We believe that our clients are best served when things are kept simple, clear, and flexible. We know that every company has its own unique culture, like a fingerprint, so our work together is not "one size fits all." That is why our best partnerships are collaborative. We believe that great work is straightforward, strategic, smart, and even fun. And that great solutions are often found when we explore approaches that are creative and disrupt the norm. WHO WE SERVE: Our clients are small entrepreneurial companies to Fortune 100. Working across many industries allows us to dig in, get to know your company and industry, and bring a fresh approach. We love what we do. We have deep roots in healthcare communications, pharma, and advertising. We also have clients in manufacturing, consumer products, food distribution, local government, architecture, lighting, design, defense, automotive, retail, cement, quarry, mining, research, medical, and life sciences. The Human Resources Manager, Recruiter manages all recruiting efforts for identified clients, including sourcing applicants, building talent pipelines for in-demand positions, and identifying qualified candidates for final selection. He/she meets regularly with assigned clients to evaluate the quality of candidates being put forward, open positions, and sourcing tools. The Human Resources Manager, Recruiter is responsible for advising assigned clients on matters regarding employment law and regulations, recruiting and hiring process, and other Human Resources projects as assigned. He/she acts as the recruiting expert and responds to client requests in a timely manner. The Human Resources Manager, Recruiter works closely with assigned clients to foster strong business relationships and continued client engagements. This Human Resources Manager, Recruiter will join The Resources Group team as a Consultant/Contractor. Main Responsiblities: Write and post job ads for open positions as requested by the client based on client s or other job specific documentation Analyze existing s and make recommendations if updates are needed to more accurately represent the job and attract qualified candidates Identify and post jobs to appropriate job board/newspapers/colleges Source and recruit candidates by using databases, social media, etc.; conduct candidate searches and initiate communication to gauge interest levels Screen candidates resumes and job applications Conduct interviews using various reliable recruiting and selection tools/methods to filter candidates Assess applicants' experience and aptitudes against the knowledge, skills and abilities listed for open positions Recommend qualified candidates for client interviews; work with clients to develop interview schedules and logistics Act as a point of contact and build influential candidate relationships during the selection process Promote and protect client relationships by accurately portraying clients to potential candidates Work on HR projects as needed, such as job descriptions, handbooks, compensation analysis, etc. Participate as an active member of our HR consulting team Qualifications Bachelor's degree in business, organizational psychology, human resource management or similar field 3-5 years of recruiting experience in various industries for a variety of positions and job levels Knowledge of human resources practices, employment law and recruiting practices Strong client and account management experience in a business service or consulting role An experienced HR Manager with appropriate work experience An energetic, forward-thinking and creative individual with high ethical standards and an appropriate professional image A well-organized and self-directed individual who is a team player An intelligent and articulate individual who can relate to people at all levels in an organization and possesses excellent communication skills; written, verbal, and presentation skills A demonstrated relationship builder The ability to respond effectively to the most sensitive inquiries or complaints Strong Microsoft Office Suite skills, particularly Word, Excel, and PowerPoint Additional Information All your information will be kept confidential according to EEO guidelines. If you are interested in learning more about this excellent career opportunity, please submit your cover letter and resume.

Global Channel Management is a technology company that specializes in various types of recruiting and staff augmentation. Our account managers and recruiters have over a decade of experience in various verticals. GCM understands the challenges companies face when it comes to the skills and experience needed to fill the void of the day to day function. Organizations need to reduce training and labor costs but at same requiring the best "talent " for the job. Qualifications CLINICAL/ PHARMA /HOSPITAL VERTICAL EXPERIENCE. A minimum of a Bachelor's degree is required. A minimum of 3 years of experience; high volume recruitment experience (40+ requisitions) is required. Prefer sourcers that are hunters and can source talent. A self-starter with a can-do attitude. Previous experience working in a corporate sourcing/recruiting capacity, is required. Experience in Commercial, Manufacturing, Operations and University recruitment is strongly preferred. Maintaining a high degree of proficiency around data integrity is a must. Knowledge of the Pharmaceutical/Medical Device sector is also preferred. Ability to handle multiple projects simultaneously and deliver results against clearly defined deadlines is required. Must have demonstrated knowledge and experience in HR recruiting sourcing processes and practices. Ability to work within a team approach is required. Experience with applicant tracking systems is preferred i.e., (ICIMs Taleo, ADP Work Force and/or Brass Ring). Must have strong account management, consulting and interviewing skills, knowledge of various sourcing practices. Knowledge of Workday is preferred. Strong customer and marketplace focus; negotiating and influencing skills; project management, and time management are required. Proficiency with Microsoft Office Suite (Word, PowerPoint and/or Excel) is required. Additional Information $35/hr 8 MONTHS

Toms River, NJ 120 - 150K (earning potential of up to 175K DOE) A multi-state healthcare organization is seeking an experienced Director of Talent Acquisition to oversee, scale, and systematize its recruitment function across six states. This role reports directly to the executive leadership team and plays a strategic part in driving company growth through high-quality hiring practices. With a team of five in-house recruiters and plans to expand, the Director will be responsible for developing structure, implementing tools, and leading a results-driven recruiting operation. The ideal candidate will bring both big-picture strategy and hands-on management, with the confidence to lead, train, and build. The Ideal Candidate Confident, organized, and hungry to scale a fast-growing team Brings structure and systems but remains flexible and people-focused Experienced in high-volume healthcare or multisite recruiting Comfortable in a leadership seat, interfacing with C-level executives Has a strong vision for growth and talent strategy Easygoing personality with high standards - not a "yes person" Treats recruiting like a career, not just a job Key Responsibilities Manage and mentor a team of 5+ recruiters across 6 states Identify gaps and hire additional recruiters for market expansion Evaluate and implement tools such as ATS systems and sourcing software Oversee Indeed presence and optimize backend infrastructure Introduce processes for tracking hires, retention, and performance Collaborate with executive leadership on workforce planning Ensure consistency and quality in candidate experience across locations Potentially work with graphic designers and outside vendors for employer branding Qualifications and Must-Haves 5+ years of experience in talent acquisition or recruitment operations Previous leadership experience in a growing or multi-site organization Experience in healthcare strongly preferred Proven ability to implement tools, systems, and scalable processes Familiarity with Indeed and common ATS platforms Clear communicator with an assertive yet approachable management style Email resume to: **********************

Join BoldAge PACE and Make a Difference! Why work with us? * A People First Environment: We make what is important to those we serve important to us. * Make an Impact: Enhance the quality of life for seniors. * Professional Growth: Access to training and career development. Competitive Compensation: * Medical/Dental * Flex Time Off * 401K with Match* * Life Insurance * Tuition Reimbursement * Flexible Spending Account * Employee Assistance Program BE PART OF OUR MISSION! Are you passionate about helping older adults live meaningful, independent lives at home with grace and dignity? BoldAge PACE is an all-inclusive program of care, personalized to meet the individual health and well-being needs of our participants. Our approach is simple: We listen to our participants and their caregivers to truly understand their needs and desires. Director of Talent Acquisition & Recruitment JOB SUMMARY: The Director of Talent Acquisition & Recruitment leads the strategy and operations of BoldAge PACE's recruitment function to ensure the organization attracts and retains top talent. This role oversees workforce planning, sourcing strategies, employer branding, and full lifecycle recruitment across all sites while leading a team of recruiting professionals focused on high-quality hiring and long-term retention. The Director creates and manages KPIs and recruitment metrics to drive performance, improve time-to-fill and quality-of-hire, and optimize recruitment processes and technology. This leader partners closely with HR, Operations, Clinical Leadership, Business Development, Finance, and Executive Leadership to align hiring efforts with organizational priorities, expansion plans, and retention goals. The role plays a key part in supporting BoldAge PACE's People First culture through strategic hiring practices, operational excellence, and effective team leadership. This position requires travel to PACE centers and new market locations to support workforce planning, leadership alignment, hiring strategy execution, site openings, and recruiter development. ESSENTIAL DUTIES AND RESPONSIBILITIES: Leadership, Team Management & Accountability * Lead, coach, and develop a high-performing Talent Acquisition team, providing regular 1:1s, feedback, and ongoing performance management. * Establish clear expectations, drive accountability, and promote a People First leadership culture aligned with BoldAge's core values. * Complete timely performance reviews and support individual development plans that strengthen team capability and readiness. * Partner with HR, Operations, Clinical Leadership, Business Development, Finance, and Executive Leadership to ensure alignment of recruitment strategies with organizational priorities and workforce needs. Talent Acquisition Strategy & Workforce Planning * Develop and execute a comprehensive talent acquisition strategy that supports organizational growth, new site openings, workforce planning, and retention goals. * Analyze labor market trends, turnover patterns, and staffing forecasts to proactively shape recruitment strategy. * Embed DEI principles into all recruitment strategies to build diverse pipelines and ensure equitable selection processes across all markets. * Build and maintain an employer brand that reflects BoldAge's mission, values, and commitment to exceptional service. Recruitment Operations & Pipeline Management * Oversee full-cycle recruitment for all roles, ensuring efficient, compliant, and consistent processes across all sites. * Implement innovative sourcing strategies to strengthen pipelines, diversify talent pools, and reduce reliance on external recruitment agencies. * Drive down external recruitment expenses by optimizing internal sourcing capabilities and improving vendor utilization. * Ensure operational adherence to staffing ratios, hiring timelines, and service-level expectations for all recruitment activities. * Partner closely with the Credentialing team to support clinical hiring needs including Medical Directors, Nurse Practitioners, and other licensed professionals by ensuring timely submission of required documentation, coordinating licensure and certification verification, and maintaining alignment between recruitment workflows and credentialing timelines to support compliant, efficient onboarding. Process Optimization, Technology & Vendor Management * Evaluate and optimize recruitment workflows to increase efficiency, accuracy, and scalability across the organization. * Oversee the performance, utilization, and continuous improvement of ATS, HRIS-supported workflows, digital recruitment tools, and sourcing platforms. * Manage external recruitment vendors, job boards, and sourcing platforms to ensure cost-effectiveness, performance accountability, and contract compliance. * Partner with Communications/Marketing to support social media recruitment, employer branding initiatives, and talent marketing campaigns. Hiring Manager & Candidate Experience * Ensure positive, transparent, and professional candidate experience from application through onboarding. * Partner with hiring managers to support job scoping, interview readiness, selection decisions, and forecasting of hiring needs. * Provide training and coaching to leaders on interviewing best practices, equitable hiring, and recruitment protocols. Onboarding Compliance & Industry Requirements * Maintain a clear understanding of CMS and state-specific onboarding requirements for home care and ambulatory care environments. * Ensure all pre-hire and onboarding processes meet federal, state, accreditation, and organizational compliance standards. * Collaborate with Compliance and HR Operations to ensure documentation, licensure, credentialing, and regulatory onboarding requirements are completed timely and accurately. Reporting, Metrics & Continuous Improvement * Establish and manage KPIs and recruitment dashboards to evaluate performance, identify trends, and inform decision-making. * Prepare and present recruitment updates, workforce insights, and recommendations to HR Leadership and Executive Leadership. * Conduct periodic audits of recruitment processes to ensure consistency, compliance, and ongoing improvement. * Use data to evaluate sourcing effectiveness, hiring conversion rates, time-to-fill, cost-per-hire, and quality-of-hire. EXPERIENCE AND EDUCATION: * Bachelor's degree required n Human Resources, Business Administration, Healthcare Administration, Organizational Development, ora related field. * Master's degree preferred in Human Resources, Business, or related discipline. * HR or Talent Acquisition-related certification preferred (e.g., SHRM-CP/SCP, PHR/SPHR, AIRS, HCI Talent Acquisition Strategist). Additional training or certification in recruitment marketing, workforce planning, or DEI recruitment practices is a plus. PRE-EMPLOYMENT REQUIREMENTS: * All Employees - Must have reliable transportation, a valid driver's license, and the minimum state required liability auto insurance. * Be medically cleared for communicable diseases and have all immunizations up to date before engaging in direct participant contact. * Pass a comprehensive criminal background check that may include, but is not limited to, federal and state Medicare/Medicaid exclusion lists, criminal history, education verification, license verification, reference check, and drug screen. BoldAge PACE provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. * Match begins after one year of employment Monday - Friday Days Full-time

About GenScript GenScript Biotech Corporation (Stock Code: 1548.HK) is a global biotechnology group. Founded in 2002, GenScript has an established global presence across North America, Europe, the Greater China, and Asia Pacific. GenScript's businesses encompass four major categories based on its leading gene synthesis technology, including operation as a Life Science CRO, enzyme and synthetic biology products, biologics development and manufacturing, and cell therapy. GenScript is committed to striving towards its vision of being the most reliable biotech company in the world to make humans and nature healthier through biotechnology. About ProBio ProBio proactively provides end-to-end CDMO service from drug discovery to commercialization with proactive strategies, professional solutions and efficient processes in cell and gene therapy, vaccine, biologics discovery and antibody protein drug to accelerate drug development for customers. ProBio's total cell and gene therapy solution covers CMC of plasmid and virus for IND filing as well as clinical manufacturing and commercial manufacturing. Position Overview: We are seeking a Talent Acquisition Partner to join Genscript's team to conduct high-volume recruitment activities. Please note that this position is based onsite in Piscataway, NJ. The estimated salary range, dependent upon experience, is $60,000 - $70,000 base salary. Responsibilities: Conduct high volume full-cycle recruitment activities to ensure successful Talent Acquisition from a technical and cultural perspective for open positions in US sites Assist in the efforts of employer branding on social media and other channels Develop recruiting channels to effectively perform searches for qualified candidates Attend scientific conferences/tradeshows together with the sales & marketing team to advertise company positions Manage campus recruiting, develop and maintain relationships with key contacts at target schools including academic faculty, career services, student organizations, etc. Select qualified job applicants and make hiring recommendations when appropriate Analyze employment-related data and prepare required reports Conduct background and reference checks, along with e-Verify process Conduct new employee orientation and interpret human resources policies, procedures, laws, standards, or regulations Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA) Provide as needed support for continuous improvement projects, onboarding of employees and implementation of new HR services Responsible for other duties as assigned Qualifications / Requirements: Bachelor's degree in Human Resources Management Experience in Human Resources in a fast paced environment Headhunter or recruiting experience in life science industry is a plus Excellent verbal and written communication skills Strong interpersonal skills Experience driving process standardization and improvement efforts Proficiency in Microsoft Office applications, particularly Outlook, Word, Excel and PowerPoint #LI-EB1 #GS GenScript USA Inc/ProBio Inc. is a proud equal opportunity/affirmative action employer committed to attracting, retaining, and maximizing the performance of a diverse and inclusive workforce. It is the Company's policy to ensure equal employment opportunity without discrimination or harassment based on race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity or expression, age, disability, national origin, marital or domestic/civil partnership status, genetic information, citizenship status, uniformed service member or veteran status, or any other characteristic protected by law. GenScript USA Inc./ProBio Inc. maintains a drug-free workplace. Please note: Genscript USA Inc./ProBio Inc. will only contact candidates through verified application sources. GenScript/Probio does not request personal information from candidates through individual email or any other platform.

WHO WE ARE: The Resources Group is a team of Operations, Human Resources, and Accounting & Finance professionals. We are business leaders, entrepreneurs, consultants, visionaries, strategists, facilitators, trainers, change leaders, collaborators, project managers, planners, implementers, and do-ers. We are experienced. We are passionate about serving our clients and improving their culture, operations, workforce, management, and business. WHAT WE BELIEVE: We believe that our clients are best served when things are kept simple, clear, and flexible. We know that every company has its own unique culture, like a fingerprint, so our work together is not "one size fits all." That is why our best partnerships are collaborative. We believe that great work is straightforward, strategic, smart, and even fun. And that great solutions are often found when we explore approaches that are creative and disrupt the norm. WHO WE SERVE: Our clients are small entrepreneurial companies to Fortune 100. Working across many industries allows us to dig in, get to know your company and industry, and bring a fresh approach. We love what we do. We have deep roots in healthcare communications, pharma, and advertising. We also have clients in manufacturing, consumer products, food distribution, local government, architecture, lighting, design, defense, automotive, retail, cement, quarry, mining, research, medical, and life sciences. The Human Resources Manager, Recruiter manages all recruiting efforts for identified clients, including sourcing applicants, building talent pipelines for in-demand positions, and identifying qualified candidates for final selection. He/she meets regularly with assigned clients to evaluate the quality of candidates being put forward, open positions, and sourcing tools. The Human Resources Manager, Recruiter is responsible for advising assigned clients on matters regarding employment law and regulations, recruiting and hiring process, and other Human Resources projects as assigned. He/she acts as the recruiting expert and responds to client requests in a timely manner. The Human Resources Manager, Recruiter works closely with assigned clients to foster strong business relationships and continued client engagements. This Human Resources Manager, Recruiter will join The Resources Group team as a Consultant/Contractor. Main Responsiblities: Write and post job ads for open positions as requested by the client based on client s or other job specific documentation Analyze existing s and make recommendations if updates are needed to more accurately represent the job and attract qualified candidates Identify and post jobs to appropriate job board/newspapers/colleges Source and recruit candidates by using databases, social media, etc.; conduct candidate searches and initiate communication to gauge interest levels Screen candidates resumes and job applications Conduct interviews using various reliable recruiting and selection tools/methods to filter candidates Assess applicants' experience and aptitudes against the knowledge, skills and abilities listed for open positions Recommend qualified candidates for client interviews; work with clients to develop interview schedules and logistics Act as a point of contact and build influential candidate relationships during the selection process Promote and protect client relationships by accurately portraying clients to potential candidates Work on HR projects as needed, such as job descriptions, handbooks, compensation analysis, etc. Participate as an active member of our HR consulting team Qualifications Bachelor's degree in business, organizational psychology, human resource management or similar field 3-5 years of recruiting experience in various industries for a variety of positions and job levels Knowledge of human resources practices, employment law and recruiting practices Strong client and account management experience in a business service or consulting role An experienced HR Manager with appropriate work experience An energetic, forward-thinking and creative individual with high ethical standards and an appropriate professional image A well-organized and self-directed individual who is a team player An intelligent and articulate individual who can relate to people at all levels in an organization and possesses excellent communication skills; written, verbal, and presentation skills A demonstrated relationship builder The ability to respond effectively to the most sensitive inquiries or complaints Strong Microsoft Office Suite skills, particularly Word, Excel, and PowerPoint Additional Information All your information will be kept confidential according to EEO guidelines. If you are interested in learning more about this excellent career opportunity, please submit your cover letter and resume.

Global Channel Management is a technology company that specializes in various types of recruiting and staff augmentation. Our account managers and recruiters have over a decade of experience in various verticals. GCM understands the challenges companies face when it comes to the skills and experience needed to fill the void of the day to day function. Organizations need to reduce training and labor costs but at same requiring the best "talent " for the job. Qualifications CLINICAL/ PHARMA /HOSPITAL VERTICAL EXPERIENCE. A minimum of a Bachelor's degree is required. A minimum of 3 years of experience; high volume recruitment experience (40+ requisitions) is required. Prefer sourcers that are hunters and can source talent. A self-starter with a can-do attitude. Previous experience working in a corporate sourcing/recruiting capacity, is required. Experience in Commercial, Manufacturing, Operations and University recruitment is strongly preferred. Maintaining a high degree of proficiency around data integrity is a must. Knowledge of the Pharmaceutical/Medical Device sector is also preferred. Ability to handle multiple projects simultaneously and deliver results against clearly defined deadlines is required. Must have demonstrated knowledge and experience in HR recruiting sourcing processes and practices. Ability to work within a team approach is required. Experience with applicant tracking systems is preferred i.e., (ICIMs Taleo, ADP Work Force and/or Brass Ring). Must have strong account management, consulting and interviewing skills, knowledge of various sourcing practices. Knowledge of Workday is preferred. Strong customer and marketplace focus; negotiating and influencing skills; project management, and time management are required. Proficiency with Microsoft Office Suite (Word, PowerPoint and/or Excel) is required. Additional Information $35/hr 8 MONTHS