Senior Talent Acquisition Partner - Job ID: 1954
Ascendis Pharma
June 26, 2026
Remote friendly (Princeton, NJ)
United States
$155,000 - $165,000 USD yearly
Human Resources
Position Summary
The Senior Talent Acquisition Partner is an advanced-level recruiting professional responsible for delivering end-to-end hiring outcomes while serving as a trusted advisor to business leaders. Owns full-cycle recruitment for commercial (non-sales) functions and delivers high-quality talent through direct sourcing and external vendor partnerships.
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 understand business needs, define role requirements, and develop hiring strategies.
- Advise leaders on market insights, talent availability, and competitive positioning.
- Lead recruitment for complex, business-critical roles using tailored sourcing and assessment strategies.
- Use data and market intelligence to inform hiring decisions and improve outcomes.
- Monitor talent market trends to optimize sourcing and candidate engagement.
- Manage relationships with external recruiting vendors (agencies, RPO partners), including engagement strategy and performance (quality, timelines, cost).
- Coordinate vendor support for field hiring and high-volume/specialized hiring needs.
- Lead or contribute to recruiting projects; enhance processes, tools, and candidate experience.
- Ensure consistent execution of TA policies and manage requisition volume.
- Provide informal coaching to junior recruiters/teams and support hiring manager capability building.
Requirements
- Typically 7–10+ years full-cycle recruiting experience (or equivalent depth leading complex searches, vendor strategy, TA initiatives).
- Success recruiting for commercial (non-sales) roles (marketing, market access, operations).
- Proven ability to manage complex searches across business areas.
- Experience managing/partnering with external recruiting vendors and driving performance.
- Strong talent market knowledge, sourcing strategies, and recruiting best practices.
- Ability to operate independently, manage multiple priorities, and work in a fast-paced environment.
- Strong analytical, problem-solving, and decision-making skills.
- Excellent stakeholder management, communication, and influencing skills.
- Proficiency with ATS systems and recruiting tools.
- Bachelor’s degree or equivalent experience preferred.
- Ability to travel up to 10% as needed.
Benefits
- Medical, dental, and vision insurance; 401(k) and 401(k) plan with company match; paid maternity and paternity leave; disability insurance; commuter benefits; company life and AD&D insurance; short- and long-term disability; pet and legal insurance; employee assistance and discounts; professional development; HSA and flexible spending accounts; incentive compensation plans; accident/critical illness/hospital indemnity; mental health resources; paid leave benefits for new parents.
Anticipated compensation: $155–165K/year DOE
The Senior Talent Acquisition Partner is an advanced-level recruiting professional responsible for delivering end-to-end hiring outcomes while serving as a trusted advisor to business leaders. Owns full-cycle recruitment for commercial (non-sales) functions and delivers high-quality talent through direct sourcing and external vendor partnerships.
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 understand business needs, define role requirements, and develop hiring strategies.
- Advise leaders on market insights, talent availability, and competitive positioning.
- Lead recruitment for complex, business-critical roles using tailored sourcing and assessment strategies.
- Use data and market intelligence to inform hiring decisions and improve outcomes.
- Monitor talent market trends to optimize sourcing and candidate engagement.
- Manage relationships with external recruiting vendors (agencies, RPO partners), including engagement strategy and performance (quality, timelines, cost).
- Coordinate vendor support for field hiring and high-volume/specialized hiring needs.
- Lead or contribute to recruiting projects; enhance processes, tools, and candidate experience.
- Ensure consistent execution of TA policies and manage requisition volume.
- Provide informal coaching to junior recruiters/teams and support hiring manager capability building.
Requirements
- Typically 7–10+ years full-cycle recruiting experience (or equivalent depth leading complex searches, vendor strategy, TA initiatives).
- Success recruiting for commercial (non-sales) roles (marketing, market access, operations).
- Proven ability to manage complex searches across business areas.
- Experience managing/partnering with external recruiting vendors and driving performance.
- Strong talent market knowledge, sourcing strategies, and recruiting best practices.
- Ability to operate independently, manage multiple priorities, and work in a fast-paced environment.
- Strong analytical, problem-solving, and decision-making skills.
- Excellent stakeholder management, communication, and influencing skills.
- Proficiency with ATS systems and recruiting tools.
- Bachelor’s degree or equivalent experience preferred.
- Ability to travel up to 10% as needed.
Benefits
- Medical, dental, and vision insurance; 401(k) and 401(k) plan with company match; paid maternity and paternity leave; disability insurance; commuter benefits; company life and AD&D insurance; short- and long-term disability; pet and legal insurance; employee assistance and discounts; professional development; HSA and flexible spending accounts; incentive compensation plans; accident/critical illness/hospital indemnity; mental health resources; paid leave benefits for new parents.
Anticipated compensation: $155–165K/year DOE