Sr. Recruiting Business Partner @ Juno Therapeutics, Inc. (acquired by Celgene)
Independent Consultant @ Self employed
B.S. in Business Management @
University of Wisconsin-Parkside
Dynamic talent acquisition leader with a proven management track record in competitive pharmaceutical and healthcare environments with comprehensive global executive recruiting experience and excellent business acumen. Highly accomplished and results oriented leader with an outstanding ability in developing and leading international projects and teams in critical transitions. Proven success in improving and enhancing processes, implementing change and
Dynamic talent acquisition leader with a proven management track record in competitive pharmaceutical and healthcare environments with comprehensive global executive recruiting experience and excellent business acumen. Highly accomplished and results oriented leader with an outstanding ability in developing and leading international projects and teams in critical transitions. Proven success in improving and enhancing processes, implementing change and developing high level client relationships in dynamically changing environments.
Associate Director, Talent Acquisition, Research & Development @ Lead a team of R&D recruiters to deliver the best available talent to the business. Responsible for developing innovative recruiting strategies that allow us to attract, recruit, and retain the best scientific talent in the world in a time where the company is going through significant growth.
Currently the team consists of approximately 30+ Recruiters and Sourcers, both employees and contractors
• Manage strategic talent acquisition initiatives for complex client groups
• Serves as a key project team member on cross-functional projects, often with high visibility to senior management.
• Refine and manage a central recruiting function providing strategic leadership in executive and senior management staffing.
• Key contributor in redesigning processes, tools and technology to significantly streamline and improve the engagement of talent to increase quality, efficiency, and speed to fill jobs.
• Partner with hiring Directors and HR to develop a systematic and clear recruitment strategy to deliver 400-500 new hires every 6 months.
• Manage reporting on key metrics and analytics - open positions, time to hire, headcount budgets, headcount reporting, turnover. From August 2014 to Present (1 year 5 months) San Francisco Bay AreaManager, Talent Acquisition, Chief Medical and Scientific Office @ Consulted with Sr. Leadership and Business HR Partners to understand the external market for talent, and using this knowledge to assess and communicate talent implication resulting from shifts in the business.
Researched current hiring trends, constructed metrics solving issues and developing diverse sourcing strategies.
Identified talent gaps and trends within support areas and proactively build supply channels to fill those needs.
Attract and retain the best in class recruiting talent and manage performance of three team members.
Consult with business managers and HR partners on understanding the external market for talent, effective interviewing and selection techniques, talent acquisition best practices and processes.
Developed and implemented a competitive intelligence process for areas of functional expertise.
Led talent strategy and process improvement projects and facilitate ongoing operational efficiencies.
Provided recruitment support for hiring managers within the assigned function. From May 2012 to July 2014 (2 years 3 months) Greater Chicago AreaGlobal Program Manager, International Talent Acquisition @ Responsible for executive recruitment including developing search strategies, cold calling, prescreening and interviewing candidates to attract and evaluate candidates, developing and presenting recommendations on qualified candidates to executive leadership across Asia Pacific, Latin America, Middle East, Africa, and Europe.
Consult and build collaborative relationships with internal clients, business partners and key stakeholders to determine position requirements in designing an effective recruitment strategy
Continue efforts on pipelining executive candidates for critical roles proactively and presenting external talent to executives across all divisions and businesses globally.
Manage all international pipeline projects across multiple divisions. From April 2011 to December 2011 (9 months) Manager, Talent Acquisition, Global Pharmaceutical Research & Development @ Oversee and build recruiting capabilities and strategies in alignment to Global Pharmaceutical Research & Development business objectives.
Primary recruitment focus on all executive positions including Medical Director and high level discovery and clinical positions.
Responsible for the leadership and management of a team of recruiters.
Implemented sourcing best practices and training across all of Pharmaceutical Talent Acquisition.
Led interview skills training for all Global Pharmaceutical Research and Development business functions resulting in a best practice across all other Pharmaceutical Talent Acquisition divisions.
Acted as liaison with Global Pharmaceutical Research and Development international affiliates and Business Human Resources.
Responsible for managing all diversity recruitment initiatives, conferences, and university events. From May 2010 to April 2011 (1 year) Global Program Lead, Singapore (Global Assignment) @ Led commercial recruitment efforts and pipeline initiatives for Executive General Manager roles across Asia Pacific and Europe.
Designed, developed and implemented a global program and database around proactive recruiting pipelining strategies to meet the current and future needs of the business.
Established baselines for recruitment effectiveness and execuitve summaries to business.
Created all branding, communications and process steps for the program.
Assisted in assessment and evaluation of external executive agencies for Asia Pacific
Successfully hired 15 General Managers and 6 Commercial Directors for Asia Pacific/Europe within 6 months resulting in an increase of 12% in hiring manager satisfaction, decrease of 20% time to fill and over $2MM in cost avoidance. From January 2010 to May 2010 (5 months) Sr. Recruiter, Commercial @ Provide recruitment leadership, requisition management and customer service to management across the Pharmaceutical Products Group. Primary recruitment focus on Immunology Sales, Marketing, Sales Training, International, and Health Economics & Outcomes Research (HEOR). From June 2007 to December 2009 (2 years 7 months) National Recruiter, Commercial @ Provide full cycle recruitment, requisition management and customer service to national hiring leaders across Pharmacy Benefit Management (PBM), Disease Management, Specialty Sales, and Specialty Pharmacy businesses. From August 2005 to June 2007 (1 year 11 months)
B.S. in Business Management, Marketing and Communications @ University of Wisconsin-ParksideMinor, French @ University of Wisconsin-Parkside Nadia CIR is skilled in: Executive Search, Recruiting, HR Consulting, Change Management, HR Transformation, Strategic Thinking, Innovation, Driving Results, Delivering Results, Customer Engagement, Building Relationships, Strategic Influence, International Project Management, Global Sourcing, Project Management
Looking for a different
Get an email address for anyone on LinkedIn with the ContactOut Chrome extension