Director, Talent Acquisition Systems, Operations, & Programs

Revolution Medicines is a clinical-stage precision oncology company focused on developing novel targeted therapies to inhibit frontier targets in RAS-addicted cancers.  The company’s R&D pipeline comprises RAS(ON) Inhibitors designed to suppress diverse oncogenic variants of RAS proteins, and RAS Companion Inhibitors for use in combination treatment strategies. As a new member of the Revolution Medicines team, you will join other outstanding professionals in a tireless commitment to patients with cancers harboring mutations in the RAS signaling pathway.

The Opportunity:

As the head of Talent Operations, you will play a key role in moving the Talent Acquisition (TA) function towards a best-in-class COE able to support Revolution Medicines as it evolves into a high-growth Commercial stage company. This role will lead a team of 5-8 responsible for candidate experience, systems-related enhancements, and operational excellence in all hiring-related processes. This individual will also drive several TA initiatives and develop and lead TA programs that keep the company current with best practices. This individual will be a critical thought partner to the head of TA and collaborate with other key HR stakeholders across the Human Resources department.

Key Responsibilities:

• Lead a team of 5-8 championing candidate experience. Take ownership of all recruiting-related processes from requisition opening until closing, balancing efficiency with internal stakeholder and candidate satisfaction.

• Owner of all TA systems, both the day-to-day operation and developing a future technology roadmap. Identify and lead enhancements to ensure all TA-related systems are scalable for high growth.

• Collaborate with key internal partners (all TA team members, HRBPs, COEs, People Operations, FP&A) to identify opportunities to drive automation and create efficiencies for better recruiting outcomes. Serve as a SME and lead training to all relevant partners.

• Partners with head of TA and provides input on “big picture” issues affecting the operational and strategic direction of the function.

• Analytics: tracking and reporting of all relevant TA metrics. Report both internal (within TA) and external to business leaders. Identify and build reporting capabilities to become a data-driven function.

• In partnership with corporate communications, lead all employer branding efforts and external candidate-facing communications. Ensure the company’s EVP is current and compelling.

• Manage all DEI-related recruiting efforts on a programmatic level, providing guidance to Talent Partners and tracking and monitoring the success of DEI recruiting initiatives.

• Serve as primary point of contact for all TA vendor relationships (i.e., LinkedIn, Valley Track, Glassdoor, and job boards etc.), negotiating cost and service levels that meet the evolving needs of the TA function.

• In partnership with Learning & Development, owns both the content and delivery of all interview training.

• Owner of all TA-related policies, ensuring company is current with best practice. Provides appropriate guidance on these policies to Talent Partners and HR colleagues.

• Contingent workforce management, ensuring process standardization, tracking, monitoring, and reporting.

Required Skills, Experience and Education: 

• Bachelor’s degree in human resources or equivalent professional experience.

• 10+ years of in-house/ corporate recruiting operations with a proven track record of implementing new programs and processes.

• Strong people management skills. Ability to lead, coach, and mentor employees at various skill and experience levels.

• Excellent change management skills with ability to roll out new programs and initiatives effectively.

• Ability to see and think with a global HR perspective. Approaches issues with a holistic HR viewpoint.

• Deep expertise in Greenhouse ATS.

• Experience building strong partnerships across all of HR, with excellent collaboration, influencing, and interpersonal communication skills.

• Extensive understanding of recruiting trends and best practices in areas such as DEI programs, interviewing & assessment, candidate experience, employer branding, and early talent programs.

• Ability to use data to influence, solve problems, and make decisions appropriate for the organization.

• Must be able to maintain a hybrid schedule or travel onsite frequently to Redwood City, CA.

Preferred Skills:

• Workday experience and expertise.

The base salary