Director, Recruiting

Advarra provides integrated solutions that safeguard trial participants, empower clinical sites, ensure compliance, and optimize research performance. Connecting the clinical research ecosystem, Advarra delivers solutions through a site-centric approach that unifies and accelerates the drug development lifecycle, making clinical trials safer, smarter, and faster.

Advarra promotes individual and team success by encouraging and supporting team autonomy. We believe work-life balance is important for individuals and fundamental in writing high quality software.

Competitive PTO plan with float holiday and an additional week off between Christmas and New Year's.

The Director of Recruiting is responsible for developing and executing the recruiting strategy at Advarra. This includes management of the recruitment team, developing employer branding recruitment strategies and programs, optimizing recruitment workflows and continuous improvement of the recruitment function.

Principal Duties & Responsibilities

• Manage and lead a recruiting team. Train, coach, mentor members of the team, and lead by example through hands-on recruiting activities.
• Work with recruiting team to plan, develop, and direct processes to attract, evaluate, and refer candidates for open positions through recruiting website, employee referrals, on-site recruiting, and other sourcing methods.
• Develops and enhances the organization's recruiting program, policies, and procedures.
• Direct recruiting efforts through strategic initiatives and active collaboration with Advarra leadership teams.
• Support the development of and ensure adherence to key performance indicators (KPI) for members of the recruiting team.
• Provided meaningful, accurate, and business-oriented metrics and data that enable senior leaders to clearly understand the health and effectiveness of recruiting efforts.
• Ensures compliance with federal/state laws and regulations and support the company's Affirmative Action Plan.
• Manages full cycle recruiting for executive and senior level positions in the organization.
• Implement training for hiring managers around unconscious bias, diversity, and best practices for talent acquisition and retention and foster an environment of inclusion at Advarra.

Education

Bachelor's degree in Human Resources, Business Administration, or related field preferred

Experience

• 5-7 years of hands-on leadership experience: training, coaching, and mentoring other recruiting professionals
• Excellent understanding of recruitment processes, candidate selection methods, and relevant laws, regulations, and compliance requirements
• Experience managing internal recruitment team as well as external recruitment vendors

Knowledge, Skills, Abilities

• Ability to use metrics and analytics to drive execution of recruitment strategies
• Knowledge of key compliance laws as it relates to recruitment
• Global recruitment experience a plus
• Must be familiar with a global ATS and HRIS system

Physical and Mental Requirements:

• Sit or stand for extended periods of time at stationary work station
• Regularly carry, raise, and lower objects of up to 10 Lbs.
• Learn and comprehend basic instructions
• Focus and attention to tasks and responsibilities
• Verbal communication; listening and understanding, responding and speaking

EEO Statement

Advarra provides equal employment opportunity to all individuals regardless of their race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, veteran, marital, or domestic partner status, citizenship, genetic information or any other status or characteristic covered by federal, state or local law. Further, the company takes affirmative action to ensure that applicants are employed and employees are treated during employment without regard to any of these characteristics. Discrimination of any type will not be tolerated. EEO/M/F/Disabled/Vets

#LI-HK1

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)