Director, HRBP & Talent Acquisition

Summary Description

As a member of the HR Leadership Team reporting to the VP of Human Resources, the HR Director will continue to further establish the Talent Acquisition function and also serve as a key HR Business Partner for a designated segment of the organization.
The primary focus of the role is to build strategies and programs to attract top talent into our company and to provide overall leadership to our Staffing team. The Director of Talent Acquisition will develop, implement and manage talent acquisition programs to attract top talent at all levels to support the company's rapid growth. This position is an excellent opportunity for the right talent professional to significantly impact business results and be a part of a creating a highly collaborative HR team and a fast-growing company.

Essential Duties & Responsibilities

  • Develop innovate hiring methodologies through identifying unique and non-traditional sources for finding candidates.
  • Implement recruitment strategies to provide a qualified and diverse pool
  • Skilled at recruiting with the ability to match cultural and environmental fit, in addition to technical skills and experience
  • Ensure hiring managers and team preparedness during the interview process and that interviews are conducted efficiently and professionally
  • Manage a team ensuring they are being developed and challenged while delivering high quality candidates to Hiring Managers
  • In partnership with other team members, develop a strategy to launch employment brand and successfully lead efforts to effectively bring our brand to the market
  • Provide insights to the VP, HR on recruitment strategies and emerging staffing trends
  • Partner with Hiring Managers on issues relating to recruiting and on-boarding processes
  • Builds strong relationships and partners effectively across hiring managers, vendors & internal HR team
  • Ensure that the recruiting function is capable and well aligned with the vision and goals of the organization
  • Create and deliver optimal interview skills training across the company
  • Develop, implement and manage full-cycle recruitment processes
  • Deliver on hiring projections and partner closely with HRBPs and Finance to ensure headcount and hiring activity tracks to the hiring plan
  • Facilitate interview process to ensure positive candidate experiences from interview scheduling to post interview follow-up; ensuring communication throughout all stages
  • Develop on-boarding to ensure the successful integration into the organization
  • Develop, implement, and manager staffing metrics and trends
  • Ensure compliance with all applicable federal, state, and local regulations with regard to hiring practices, compliance with EEO, Affirmative Action Plans & OFCCP
  • Program design & management in the areas of AAP, relocation, immigration, & contingent workforce

HR Business Partner function:

  • Serve as a full HR partner and active member of each executive s management team.
  • Identify HR needs and initiatives that will drive business success.
  • Assist the management team of each client group in evaluating performance of individual team members and providing guidance on development in line with company s approach to talent management.
  • Partner with other functional experts in the HR department to develop and implement HR programs and initiatives in the client organization.
  • Coach business leaders on leading and managing their organizations to be the best that they can be.
  • Support leaders and employees across client groups as each organization continues to integrate globally.
  • Partner with executives, managers and employees as they experience and lead change and now operate as a unified, global company.
  • Drive decisions and lead execution related to hiring, retention, engagement, org design, and critical Employee Relations matters.
  • Facilitate the consistent application and improvement of HR policies, processes, and programs.
  • Develop and drive initiatives to engage employees and maintain an environment consistent with the company values.

Personal Characteristics and Traits

  • A hands-on orientation and willing to dig in personally and actively to get things done.
  • Experience building process. .. likes to make order out of chaos.
  • Takes initiative and has business acumen sees the big picture and operates with perspective.
  • Passion for process execution excellence.
  • Must be a self-starter, highly motivated, able to shift directions quickly when priorities change

Significant Contacts

  • Employees across the Roivant companies, visitors


  • BA/BS degree required
  • 10+ years experience, with a minimum of 7 years in Talent Acquisition is required and a minimum of three years HR Business Partner and employee relations experience is preferred or equivalent experience.
  • Experience in managing staffing programs to include contingent workforce, AAP, Immigration & Relocation
  • Prior experience managing multiple hiring managers, executives, and HRBPs with a successful track record of partnership
  • Experience using ATS/HRIS management systems and well versed in running reports
  • Strong work ethic, sense of urgency and tech savvy
  • Experience in leading direct reports, including goal setting and setting performance expectations.
  • Experience in a pharmaceutical or life-sciences industry preferred.
  • Broad HR knowledge in key areas such as talent acquisition, employee relations, compensation, HR policies and best practices, learning and development, etc.
  • Strong business acumen able to quickly learn the business and make talent and organizational decisions which impact business outcomes.
  • Demonstrated ability to coach executives, managers and employees in sensitive situations.
  • Experience communicating with and influencing stakeholders who do not have a direct reporting relationship
  • Strong project-management skills, from concept to planning to implementation.
  • Strong quantitative skills, specifically in HR analytics & compensation management.
  • Strong knowledge of local, state and federal regulatory requirements, policies and practices related to the functional area.


  • Regularly required to operate standard office equipment
  • Ability to work on a computer for extended periods of time
  • Regularly required to sit for long periods of time, and occasionally stand and walk
  • Regularly required to use hands to operate computer and other office equipment
  • Close vision required for computer usage
  • Occasionally required to stoop, kneel, climb and lift up to 20 pounds

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