DIRECTOR, TALENT ACQUISITION

ABOUT US:

Scripps Research is a nonprofit biomedical institute ranked as one of the most influential in the world for its impact on innovation. We celebrated our 100-year legacy in 2024. This significant milestone marks a century of seminal discoveries in immunology, infectious diseases (such as COVID-19, flu, HIV), neuroscience, heart disease, cancer, and more. Located in La Jolla, California, the institute houses six research departments, multiple Nobel laureates, a top-ranked graduate school and a leading postdoctoral training program. Scripps Research encompasses two elite and highly innovative institutes, the Calibr-Skaggs Institute for Innovative Medicines and Scripps Research Translational Institute, which merge foundational studies in biology, chemistry and computer science with translational science to produce pioneering drugs and advances in digital and precision medicine. Together, we cultivate new scientific leaders and expand the frontiers of knowledge to deliver medical breakthroughs impacting human health around the globe. If you have a passion for making a difference, this could be your opportunity to join our transformative team.

 

POSITION TITLE:  Director, Talent Acquisition

 

POSITION SUMMARY:

The Talent Acquisition Director leads the strategy, design, and execution of the institute's talent acquisition function, ensuring consistent, high-quality hiring experience across all institute functions and scientific departments. This role builds and leads a team of recruiting professionals, sets sourcing and pipeline strategy, and partners closely with hiring leaders and institute leadership to meet current and future workforce needs. The Director is responsible for the implementation and execution of Institute recruiting principles and practices using knowledge of federal and state employment laws, talent acquisition strategy, employer branding, and workforce planning.

 

RESPONSIBILITIES AND DUTIES: 

• Identify current and future hiring needs and provide strategic direction to institute leadership on workforce planning, headcount forecasting, and organizational growth.
• Lead, coach, and develop a team of talent acquisition professionals supporting institute functional groups and scientific departments through the full recruiting lifecycle.
• Develop talent acquisition strategies that align with business objectives and key initiatives, including tracking and reporting on recruiting effectiveness, time to fill, quality of hire, and pipeline health.
• Lead the development and coordination of recruiting initiatives, communication, and events between HR, institute leadership, and other functional groups.
• Plan, develop, and direct approaches to source, proactively build, and maintain a quality talent pipeline to fill open positions across all institute functions.
• Continuously assess internal factors and external labor market conditions to develop the most effective, economical, and appropriate strategies to attract and retain talent.
• Own and evolve the employer brand and candidate experience, including career site content, interview process design, and offer strategy.
• Partner with Compensation and HR leadership to ensure offers and leveling are consistent, equitable, and aligned to approved bands.
• Supervise talent acquisition staff, providing recommendations, guidance, and support on issues and daily workload; foster technical competency and career progression.
• Ensure that plans adhere to all relevant federal and state laws and regulations, such as ERISA and IRS guidelines.
• Details of established essential functions for this position will be addressed/discussed during the interview process.    

 

REQUIREMENTS:

• Bachelor's degree, preferably in HR, Business Management, or Organizational Development, or equivalent combination of education, training, and experience.
• PHR, SPHR, or AIRS/recruiting-specific certification preferred.
• 10+ years of human resources experience, with a strong concentration in talent acquisition and recruiting leadership.
• Solid track record of successfully building and scaling talent acquisition strategies and teams.
• Has the ability to make decisions quickly and correctly, especially in time-critical, high-volume hiring situations.
• Ability to manage competing hiring priorities across functions while maintaining a positive candidate and hiring-manager experience.
• Knowledge of employment laws and regulations affecting recruiting and hiring, including OFCCP and