HR Recruiter

Mumbai - India

Monthly Salary: Not Disclosed

Posted on: 11 hours ago

Vacancies: 1 Vacancy

Job Summary

Key Responsibilities

Full-Cycle Recruitment & Sourcing

Consult and Strategize: Partner closely with hiring managers across departments (e.g. R&D Clinical Development Regulatory Affairs Quality Assurance Manufacturing Sales) to deeply understand their staffing needs define job requirements and develop effective recruitment strategies.
Sourcing Expertise: Proactively source passive and active candidates using a variety of tools including Applicant Tracking Systems (ATS) professional networks (e.g. LinkedIn Recruiter) industry-specific job boards professional associations and employee referral programs.
Screening and Assessment: Conduct in-depth screening and competency-based interviews to evaluate candidates technical expertise experience in regulated environments (e.g. cGMP GCP GLP) cultural fit and potential for growth.
Candidate Management: Manage the entire candidate lifecycle ensuring a high-touch positive and timely experience for all applicants.
Offer Negotiation: Guide hiring managers and candidates through the offer process negotiating competitive compensation and benefits packages.

Market Intelligence and Compliance

Industry Knowledge: Serve as a subject matter expert on pharmaceutical job roles compensation benchmarks and talent market conditions to advise hiring managers effectively.
Pipeline Development: Build and maintain robust talent pipelines for critical and hard-to-fill positions focusing on niche scientific and regulatory expertise.
Compliance: Ensure all hiring practices adhere to company policies as well as federal state and industry-specific regulations and labor laws.

Process Improvement and Collaboration

System Management: Maintain accurate and up-to-date candidate data within the ATS and leverage it to generate reports on key recruitment metrics (e.g. time-to-hire source-of-hire).
Employer Branding: Collaborate with marketing and HR teams to promote the company as an employer of choice within the life sciences community.
New Hire Integration: Partner with HR to facilitate a seamless transition for new hires from offer acceptance through the onboarding process.

Key Responsibilities Full-Cycle Recruitment & Sourcing Consult and Strategize: Partner closely with hiring managers across departments (e.g. R&D Clinical Development Regulatory Affairs Quality Assurance Manufacturing Sales) to deeply understand their staffing needs define job requirements and d...

Key Responsibilities

Full-Cycle Recruitment & Sourcing

Consult and Strategize: Partner closely with hiring managers across departments (e.g. R&D Clinical Development Regulatory Affairs Quality Assurance Manufacturing Sales) to deeply understand their staffing needs define job requirements and develop effective recruitment strategies.
Sourcing Expertise: Proactively source passive and active candidates using a variety of tools including Applicant Tracking Systems (ATS) professional networks (e.g. LinkedIn Recruiter) industry-specific job boards professional associations and employee referral programs.
Screening and Assessment: Conduct in-depth screening and competency-based interviews to evaluate candidates technical expertise experience in regulated environments (e.g. cGMP GCP GLP) cultural fit and potential for growth.
Candidate Management: Manage the entire candidate lifecycle ensuring a high-touch positive and timely experience for all applicants.
Offer Negotiation: Guide hiring managers and candidates through the offer process negotiating competitive compensation and benefits packages.

Market Intelligence and Compliance

Industry Knowledge: Serve as a subject matter expert on pharmaceutical job roles compensation benchmarks and talent market conditions to advise hiring managers effectively.
Pipeline Development: Build and maintain robust talent pipelines for critical and hard-to-fill positions focusing on niche scientific and regulatory expertise.
Compliance: Ensure all hiring practices adhere to company policies as well as federal state and industry-specific regulations and labor laws.

Process Improvement and Collaboration

System Management: Maintain accurate and up-to-date candidate data within the ATS and leverage it to generate reports on key recruitment metrics (e.g. time-to-hire source-of-hire).
Employer Branding: Collaborate with marketing and HR teams to promote the company as an employer of choice within the life sciences community.
New Hire Integration: Partner with HR to facilitate a seamless transition for new hires from offer acceptance through the onboarding process.