Sr. Manager, Early Talent & Recruitment Marketing

Legend Biotech is a global biotechnology company dedicated to treating, and one day curing, life-threatening diseases. Headquartered in Somerset, New Jersey, we are developing advanced cell therapies across a diverse array of technology platforms, including autologous and allogenic chimeric antigen receptor T-cell, T-cell receptor (TCR-T), and natural killer (NK) cell-based immunotherapy. From our three R&D sites around the world, we apply these innovative technologies to pursue the discovery of safe, efficacious and cutting-edge therapeutics for patients worldwide.

Legend Biotech entered into a global collaboration agreement with Janssen, one of the pharmaceutical companies of Johnson & Johnson, to jointly develop and commercialize ciltacabtagene autolecuel (cilta-cel). Our strategic partnership is designed to combine the strengths and expertise of both companies to advance the promise of an immunotherapy in the treatment of multiple myeloma.

Legend Biotech is seeking Sr. Manager, Early Talent & Recruitment Marketing as part of the Talent Acquisition team based in Somerset, NJ. 

Role Overview

Legend Biotech is seeking a strategic and innovative Sr. Manager, Early Talent & Recruitment Marketing to build and scale our global early talent agenda and to lead TA-focused employer branding. This role will develop a 3–5-year early talent roadmap covering internship/co-op programs, entry-level pipelines, and high-potential (Hi-Po) early-career visibility across the U.S., EU, and China. In parallel, this role will own recruitment marketing and TA messaging, ensuring all external-facing content reflects Legend’s EVP, mission, and hiring principles.

Key Responsibilities

• Develop and maintain a 3–5-year Global Early Talent Roadmap (interns, co-ops, new grads, post-docs) aligned to workforce plans and growth priorities.
• Design and run the U.S. internship/co-op program with clear intake calendar, manager toolkit, evaluation survey, and conversion tracking.
• Build the “early talent → entry-level” attraction and conversion model to drive Tier 1/Tier 2 university talent into open roles in R&D, Manufacturing, and G&A.
• Partner with TA Business Partners (TABPs) and hiring managers to activate demand for early talent in business units.
• Create and maintain a central early-talent/Hi-Po database consolidating current-year and prior-year early-career hires (fresh grads + post-docs) across US/EU/CN.
• Develop Hi-Po selection criteria in partnership with HRBPs and Talent Development to distinguish high-potential early hires from standard hires.
• Deliver quarterly reports to TA LT/HRLT on early talent progress, diversity of sources, and Hi-Po movement; support Chairman/senior leader showcase meetings featuring selected talent.
• Lead TA’s employer branding and recruitment marketing strategy in partnership with Culture, Corporate Communications, and TA Operations.
• Embed the EVP output into job templates, ATS emails, career site content, campus materials, and social campaigns.
• Develop candidate attraction decks (corporate, BU, regional) to enable recruiters and TABPs.
• Track and report channel performance (LinkedIn, campus platforms, etc.) and recommend other channels.
• Run the TA newsletter / TA storytelling cadence with cross-regional contributions.
• Build and maintain a central TA asset library (SharePoint) with reusable marketing assets, EVP-based content, and program materials for recruiters.
• Collaborate with Corporate Communications on brand or culture campaigns annually (e.g., Life at Legend, Women in STEM, Early Talent at Legend).

Requirements

• A bachelor’s degree is required, preferably in Human Resources.
• Minimum 5+ years in Talent Acquisition, Early Talent/University Recruitment, or Recruitment Marketing, with experience in a global environment.
• Strong understanding of early talent programs and university partnerships within biotech, pharma, or life sciences.
• Experience working with multi-regional teams and managing global TA programs preferred.
• Experience in employer branding, digital marketing, and recruitment advertising.
• Ability to analyze hiring trends, program success, and marketing effectiveness to refine strategies.
• Strong ability to build and maintain partnerships with business, universities