POSITION TITLE: Director, Talent Acquisition
POSITION SUMMARY:The Talent Acquisition Director leads the strategy, design, and execution of the institute's talent acquisition function, ensuring consistent, high-quality hiring experience across all institute functions and scientific departments. This role builds and leads a team of recruiting professionals, sets sourcing and pipeline strategy, and partners closely with hiring leaders and institute leadership to meet current and future workforce needs. The Director is responsible for the implementation and execution of Institute recruiting principles and practices using knowledge of federal and state employment laws, talent acquisition strategy, employer branding, and workforce planning.
RESPONSIBILITIES AND DUTIES:- Identify current and future hiring needs and provide strategic direction to institute leadership on workforce planning, headcount forecasting, and organizational growth.
- Lead, coach, and develop a team of talent acquisition professionals supporting institute functional groups and scientific departments through the full recruiting lifecycle.
- Develop talent acquisition strategies that align with business objectives and key initiatives, including tracking and reporting on recruiting effectiveness, time to fill, quality of hire, and pipeline health.
- Lead the development and coordination of recruiting initiatives, communication, and events between HR, institute leadership, and other functional groups.
- Plan, develop, and direct approaches to source, proactively build, and maintain a quality talent pipeline to fill open positions across all institute functions.
- Continuously assess internal factors and external labor market conditions to develop the most effective, economical, and appropriate strategies to attract and retain talent.
- Own and evolve the employer brand and candidate experience, including career site content, interview process design, and offer strategy.
- Partner with Compensation and HR leadership to ensure offers and leveling are consistent, equitable, and aligned to approved bands.
- Supervise talent acquisition staff, providing recommendations, guidance, and support on issues and daily workload; foster technical competency and career progression.
- Ensure that plans adhere to all relevant federal and state laws and regulations, such as ERISA and IRS guidelines.
- Details of established essential functions for this position will be addressed/discussed during the interview process.
REQUIREMENTS:- Bachelor's degree, preferably in HR, Business Management, or Organizational Development, or equivalent combination of education, training, and experience.
- PHR, SPHR, or AIRS/recruiting-specific certification preferred.
- 10+ years of human resources experience, with a strong concentration in talent acquisition and recruiting leadership.
- Solid track record of successfully building and scaling talent acquisition strategies and teams.
- Has the ability to make decisions quickly and correctly, especially in time-critical, high-volume hiring situations.
- Ability to manage competing hiring priorities across functions while maintaining a positive candidate and hiring-manager experience.
- Knowledge of employment laws and regulations affecting recruiting and hiring, including OFCCP and affirmative action compliance.
- High proficiency with sourcing strategies, employer branding, and other talent acquisition techniques to attract and retain talent.
- Demonstrated ability to write clearly and elegantly, concisely, quickly, and effectively is essential, as is the ability to adapt writing style to a variety of audiences and publications.
- While subject to change based on business needs, this is an on-campus position requiring a minimum of 4 days per week working onsite from our La Jolla campus, with flexibility to work 1 day per week remotely from home.
COMPENSATION:The expected hiring range for this position is $182,500 to $215,000/annually, commensurate with experience. Consideration will be given to experience that exceeds the listed requirements.
COMPREHENSIVE BENEFITS INCLUDE:- Employer Contributed Retirement Plan - Depending on eligibility, employees receive an employer contributed retirement plan (no employee contribution required) and the option to contribute to a 403(b) (which is similar to a 401(k) using your own pre or post-tax dollars)
- Full Suite of Health and Welfare plans including three medical plan options (including an HSA available option), dental, vision, life insurance, disability, EAP and more
- Access to Flexible Spending Accounts (Medical/Dependent Care)
- Competitive vacation and sick leave policies
- Free, on-site parking
The above statements describe the level of work performed and expected in general terms. The statements are not intended to list all the responsibilities, duties and/or skills required of employees so classified, and the content herein is subject to change due to the business needs of Scripps Research, with or without notice. Furthermore, nothing in this job description shall be interpreted to be in conflict with or to eliminate or modify in any way the employment-at-will status of Scripps Research staff.
