Senior Talent Acquisition Partner - Job ID: 1954
Ascendis Pharma
August 09, 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 and serves as a trusted advisor to business leaders. Own full-cycle recruitment for commercial (non-sales) functions using direct sourcing and external vendor partnerships. Leads complex searches and oversees external recruiting vendors (agencies/RPO) to ensure alignment to hiring strategy, quality expectations, and performance outcomes.
Key Responsibilities
- Lead end-to-end recruitment (source to close) across multiple commercial (non-sales) functions including marketing, market access, operations, and supporting roles.
- Partner with hiring managers to define role requirements and develop hiring strategies.
- Advise leaders on market insights, talent availability, and competitive positioning.
- Lead recruitment for complex, business-critical roles with tailored sourcing/assessment strategies.
- Use data and market intelligence to improve hiring decisions and outcomes.
- Monitor talent market trends to optimize sourcing and candidate engagement.
- Manage agency/RPO relationships; define vendor strategies aligned to hiring needs.
- Oversee vendor performance (candidate quality, delivery timelines, cost effectiveness).
- Coordinate vendor support for field and high-volume/specialized hiring needs.
- Lead/participate in TA projects; improve recruiting processes, tools, and candidate experience.
- Ensure TA policies/practices are executed consistently; manage requisition volume.
- Provide informal coaching to junior recruiters and support hiring teams; share best practices.
Requirements
- 7–10+ years full-cycle recruiting experience (leading complex searches, vendor strategy, TA initiatives).
- Proven experience recruiting commercial (non-sales) roles (marketing, market access, operations).
- Ability to manage complex searches across multiple business areas.
- Experience managing/partnering with external recruiting vendors and driving performance.
- Strong understanding of talent markets, sourcing strategies, and recruiting best practices.
- Independent, able to manage multiple priorities in a fast-paced environment.
- Strong analytical/problem-solving/decision-making skills.
- Excellent stakeholder management, communication, and influencing skills.
- Proficiency with ATS and recruiting tools.
- Bachelor’s degree (or equivalent) preferred.
- Travel up to 10% as needed.
Benefits
- Medical, vision, and dental insurance; 401(k) with match.
- Paid maternity and paternity leave; commuter benefits.
- Life/AD&D, short- and long-term disability.
- Pet and legal insurance; EAP; employee discounts.
- Professional development; HSA and flexible spending accounts.
- Incentive compensation plans and additional insurance (accident/critical illness/hospital indemnity).
- Mental health resources; paid leave for new parents.
The Senior Talent Acquisition Partner delivers end-to-end hiring outcomes and serves as a trusted advisor to business leaders. Own full-cycle recruitment for commercial (non-sales) functions using direct sourcing and external vendor partnerships. Leads complex searches and oversees external recruiting vendors (agencies/RPO) to ensure alignment to hiring strategy, quality expectations, and performance outcomes.
Key Responsibilities
- Lead end-to-end recruitment (source to close) across multiple commercial (non-sales) functions including marketing, market access, operations, and supporting roles.
- Partner with hiring managers to define role requirements and develop hiring strategies.
- Advise leaders on market insights, talent availability, and competitive positioning.
- Lead recruitment for complex, business-critical roles with tailored sourcing/assessment strategies.
- Use data and market intelligence to improve hiring decisions and outcomes.
- Monitor talent market trends to optimize sourcing and candidate engagement.
- Manage agency/RPO relationships; define vendor strategies aligned to hiring needs.
- Oversee vendor performance (candidate quality, delivery timelines, cost effectiveness).
- Coordinate vendor support for field and high-volume/specialized hiring needs.
- Lead/participate in TA projects; improve recruiting processes, tools, and candidate experience.
- Ensure TA policies/practices are executed consistently; manage requisition volume.
- Provide informal coaching to junior recruiters and support hiring teams; share best practices.
Requirements
- 7–10+ years full-cycle recruiting experience (leading complex searches, vendor strategy, TA initiatives).
- Proven experience recruiting commercial (non-sales) roles (marketing, market access, operations).
- Ability to manage complex searches across multiple business areas.
- Experience managing/partnering with external recruiting vendors and driving performance.
- Strong understanding of talent markets, sourcing strategies, and recruiting best practices.
- Independent, able to manage multiple priorities in a fast-paced environment.
- Strong analytical/problem-solving/decision-making skills.
- Excellent stakeholder management, communication, and influencing skills.
- Proficiency with ATS and recruiting tools.
- Bachelor’s degree (or equivalent) preferred.
- Travel up to 10% as needed.
Benefits
- Medical, vision, and dental insurance; 401(k) with match.
- Paid maternity and paternity leave; commuter benefits.
- Life/AD&D, short- and long-term disability.
- Pet and legal insurance; EAP; employee discounts.
- Professional development; HSA and flexible spending accounts.
- Incentive compensation plans and additional insurance (accident/critical illness/hospital indemnity).
- Mental health resources; paid leave for new parents.