Senior Talent Acquisition Partner - Job ID: 1954
Ascendis Pharma
August 30, 2026
Remote friendly (Princeton, NJ)
United States
$155,000 - $165,000 USD yearly
Human Resources
Position Summary
The Senior Talent Acquisition Partner delivers end-to-end hiring outcomes while serving as a trusted advisor to business leaders. Own full-cycle recruitment for commercial (non-sales) functions, delivering high-quality talent via direct sourcing and external vendor partnerships. Lead complex searches with autonomy and oversee external recruiting vendors (agencies/RPO) for alignment to hiring strategy, quality, and performance.
Key Responsibilities
Full-Cycle Recruiting & Business Partnership
- Lead source-to-close recruiting across multiple commercial (non-sales) functions: marketing, market access, operations, and supporting roles.
- Partner with hiring managers to define role requirements and build hiring strategies.
- Advise leaders on talent availability, market insights, and competitive positioning.
Talent Strategy & Complex Hiring
- Recruit complex, business-critical roles using tailored sourcing and assessment.
- Use data and market intelligence to improve hiring outcomes.
- Monitor talent market trends to optimize sourcing and candidate engagement.
Vendor & External Talent Ecosystem Management
- Manage relationships with external recruiting vendors (agencies and RPO partners).
- Define vendor engagement strategies aligned to business workforce plans.
- Oversee vendor performance (candidate quality, timelines, cost).
- Coordinate vendor support for field hiring and high-volume/specialized roles.
Project, Process & Operational Excellence
- Lead TA projects with limited oversight.
- Improve recruiting processes, tools, and candidate experience.
- Ensure consistent execution of TA policies and procedures.
- Manage requisition volume with high standards for quality and efficiency.
Coaching & Capability Building
- Coach junior recruiters/coordinators and support hiring teams.
- Build hiring manager capability through consultative partnership and best-practice sharing.
- Strengthen overall TA capability.
Requirements
- Typically 7–10+ years full-cycle recruiting experience (or equivalent), including complex searches and vendor strategy.
- Proven success recruiting commercial (non-sales) roles (marketing, market access, operations).
- Ability to manage complex searches across business areas.
- Experience managing/partnering with external recruiting vendors (agencies/RPO) and driving performance.
- Strong talent market knowledge, sourcing strategies, and recruiting best practices.
- Independent, fast-paced, multi-priority management.
- Strong analytical/problem-solving/decision-making skills.
- Excellent stakeholder management, communication, and influencing.
- Proficiency with ATS systems and recruiting tools.
- Bachelor’s degree or equivalent experience preferred.
- Ability to travel up to 10% as needed.
Benefits
- Medical, vision, and dental insurance; 401(k) with company match; paid maternity and paternity leave; commuter benefits; disability insurance.
- Company life and AD&D; short- and long-term disability benefits; pet and legal insurance; Employee Assistance Program; employee discounts; professional development.
- HSA and flexible spending accounts; various incentive compensation plans.
- Accident, critical illness, and hospital indemnity insurance; mental health resources; paid leave benefits for new parents.
The Senior Talent Acquisition Partner delivers end-to-end hiring outcomes while serving as a trusted advisor to business leaders. Own full-cycle recruitment for commercial (non-sales) functions, delivering high-quality talent via direct sourcing and external vendor partnerships. Lead complex searches with autonomy and oversee external recruiting vendors (agencies/RPO) for alignment to hiring strategy, quality, and performance.
Key Responsibilities
Full-Cycle Recruiting & Business Partnership
- Lead source-to-close recruiting across multiple commercial (non-sales) functions: marketing, market access, operations, and supporting roles.
- Partner with hiring managers to define role requirements and build hiring strategies.
- Advise leaders on talent availability, market insights, and competitive positioning.
Talent Strategy & Complex Hiring
- Recruit complex, business-critical roles using tailored sourcing and assessment.
- Use data and market intelligence to improve hiring outcomes.
- Monitor talent market trends to optimize sourcing and candidate engagement.
Vendor & External Talent Ecosystem Management
- Manage relationships with external recruiting vendors (agencies and RPO partners).
- Define vendor engagement strategies aligned to business workforce plans.
- Oversee vendor performance (candidate quality, timelines, cost).
- Coordinate vendor support for field hiring and high-volume/specialized roles.
Project, Process & Operational Excellence
- Lead TA projects with limited oversight.
- Improve recruiting processes, tools, and candidate experience.
- Ensure consistent execution of TA policies and procedures.
- Manage requisition volume with high standards for quality and efficiency.
Coaching & Capability Building
- Coach junior recruiters/coordinators and support hiring teams.
- Build hiring manager capability through consultative partnership and best-practice sharing.
- Strengthen overall TA capability.
Requirements
- Typically 7–10+ years full-cycle recruiting experience (or equivalent), including complex searches and vendor strategy.
- Proven success recruiting commercial (non-sales) roles (marketing, market access, operations).
- Ability to manage complex searches across business areas.
- Experience managing/partnering with external recruiting vendors (agencies/RPO) and driving performance.
- Strong talent market knowledge, sourcing strategies, and recruiting best practices.
- Independent, fast-paced, multi-priority management.
- Strong analytical/problem-solving/decision-making skills.
- Excellent stakeholder management, communication, and influencing.
- Proficiency with ATS systems and recruiting tools.
- Bachelor’s degree or equivalent experience preferred.
- Ability to travel up to 10% as needed.
Benefits
- Medical, vision, and dental insurance; 401(k) with company match; paid maternity and paternity leave; commuter benefits; disability insurance.
- Company life and AD&D; short- and long-term disability benefits; pet and legal insurance; Employee Assistance Program; employee discounts; professional development.
- HSA and flexible spending accounts; various incentive compensation plans.
- Accident, critical illness, and hospital indemnity insurance; mental health resources; paid leave benefits for new parents.