Orgenesis is seeking a strategic, data-driven, and relationship-focused Talent Acquisition Manager to lead the organization’s recruitment strategy and execution across clinical, scientific, technical, operational, and corporate functions. This role is responsible for building and scaling high-performing teams that support Orgenesis’ mission of advancing cell and gene therapy solutions through its global POCare™ platform.

The Talent Acquisition Manager oversees the full recruitment lifecycle, develops sourcing strategies, manages recruiting teams or coordinators, and partners with senior leadership to meet workforce planning needs. The ideal candidate brings strong leadership, deep recruiting expertise, and experience in healthcare, biotechnology, pharmaceutical, or other regulated industries.

Essential Responsibilities

Talent Acquisition Strategy & Leadership

• Develop and execute comprehensive talent acquisition strategies aligned with business goals.
• Partner with senior leadership to forecast hiring needs and workforce planning.
• Build scalable recruitment processes to support rapid organizational growth.
• Establish hiring priorities and recruitment timelines across departments.
• Lead employer branding initiatives to attract top-tier talent.

Full-Cycle Recruitment Management

• Oversee end-to-end recruitment for all levels of roles (entry-level to executive).
• Manage sourcing, screening, interviewing, and selection processes.
• Ensure consistent, fair, and efficient hiring practices across the organization.
• Monitor recruitment pipelines and ensure timely progress of candidates.
• Support high-volume and specialized hiring initiatives.

Team Leadership & Development

• Supervise and mentor recruiting coordinators, recruiters, and support staff.
• Provide coaching, performance feedback, and professional development opportunities.
• Set team goals, KPIs, and performance expectations.
• Lead recruitment meetings and pipeline reviews.
• Foster a high-performance, collaborative recruiting culture.

Stakeholder & Hiring Manager Collaboration

• Partner with hiring managers to define role requirements and candidate profiles.
• Provide guidance on interview processes, compensation benchmarking, and selection criteria.
• Serve as a strategic advisor on talent market trends and hiring challenges.
• Facilitate interview panels and hiring decision-making processes.
• Ensure alignment between recruitment strategy and business needs.

Candidate Experience & Employer Branding

• Ensure a positive, professional, and engaging candidate experience.
• Oversee communication standards throughout the recruitment lifecycle.
• Strengthen employer brand presence across job boards, social media, and recruitment platforms.
• Promote diversity, equity, and inclusion in hiring practices.
• Implement candidate feedback mechanisms to improve processes.

Recruitment Metrics & Analytics

• Track and analyze recruitment KPIs including time-to-fill, cost-per-hire, and quality-of-hire.
• Use data-driven insights to improve hiring efficiency and effectiveness.
• Generate regular recruitment performance reports for leadership.
• Monitor pipeline health and identify bottlenecks.
• Implement continuous improvement strategies based on analytics.

Systems & Process Optimization

• Oversee Applicant Tracking System (ATS) management and optimization.
• Implement recruitment tools, automation, and sourcing technologies.
• Standardize hiring workflows and documentation across departments.
• Ensure compliance with recruitment policies and legal requirements.
• Continuously improve recruitment processes for scalability and efficiency.

Diversity, Equity & Inclusion (DEI)

• Develop and support DEI-focused recruitment initiatives.
• Ensure diverse candidate pipelines for all roles.
• Partner with HR leadership on inclusive hiring strategies.
• Monitor DEI hiring metrics and progress.
• Promote equitable hiring practices across the organization.

Compliance & Risk Management

• Ensure compliance with employment laws, regulations, and company policies.
• Maintain accurate recruitment records and documentation.
• Support internal and external audits related to hiring practices.
• Safeguard confidentiality of candidate and company data.
• Ensure ethical and fair hiring standards are upheld.

Required Qualifications

Education

• Bachelor’s Degree in Human Resources, Business Administration, Psychology, Communications, or related field required.

Experience

• 5–8+ years of experience in talent acquisition, recruiting, or HR.
• 2–4+ years in a leadership or management role preferred.
• Experience in healthcare, biotechnology, pharmaceutical, life sciences, or regulated industries strongly preferred.
• Proven experience managing full-cycle recruitment across multiple functions.

Technical Skills

• Advanced proficiency with Applicant Tracking Systems (ATS) such as Workday, Greenhouse, Lever, or similar.
• Strong experience with LinkedIn Recruiter and sourcing tools.
• Proficiency in Microsoft Office Suite and HR analytics tools.
• Familiarity with recruitment marketing and employer branding platforms.
• Strong data analysis and reporting capabilities.

Preferred Qualifications

• Master’s Degree in Human Resources, Business Administration (MBA), or related field.
• SHRM-SCP, SHRM-CP, or PHR/SPHR certification.
• Experience scaling recruitment in fast-growing organizations.
• Background in global or multi-site recruitment operations.
• Knowledge of compensation benchmarking and workforce planning.

Core Competencies

• Strategic Talent Acquisition
• Leadership & Team Management
• Communication & Influence
• Workforce Planning
• Data-Driven Decision Making
• Stakeholder Management
• Employer Branding
• Candidate Experience Excellence
• Problem Solving
• Organizational Skills
• DEI Advocacy
• Adaptability

Key Performance Indicators (KPIs)

• Time-to-Fill Positions
• Quality of Hire
• Cost-per-Hire
• Candidate Satisfaction Score
• Hiring Manager Satisfaction
• Offer Acceptance Rate
• Recruitment Funnel Efficiency
• Diversity Hiring Metrics
• Retention Rate of New Hires
• ATS Data Accuracy & Compliance

Physical Requirements

• Ability to work at a computer for extended periods.
• Ability to conduct virtual and in-person interviews and meetings.
• Ability to manage multiple recruitment projects simultaneously.
• Ability to communicate effectively across all organizational levels.
• Ability to travel occasionally, if required.

Benefits

Health & Wellness Benefits

• Comprehensive Medical Insurance
• Dental Insurance
• Vision Insurance
• Prescription Drug Coverage
• Employee Assistance Program (EAP)
• Health Savings Account (HSA)
• Flexible Spending Account (FSA)
• Mental Health and Wellness Programs

Financial Benefits

• Competitive Base Salary
• Annual Performance Bonus Eligibility
• Leadership Performance Incentives
• 401(k) Retirement Plan with Company Match
• Life Insurance Coverage
• Short-Term Disability Insurance
• Long-Term Disability Insurance
• Accidental Death & Dismemberment Insurance

Paid Time Off

• Paid Vacation
• Paid Holidays
• Paid Sick Leave
• Personal Days
• Bereavement Leave
• Jury Duty Leave
• Family and Medical Leave (where applicable)

Professional Development

• Executive Leadership Development Programs
• Talent Acquisition Certification Support
• Continuing Education Opportunities
• Tuition Assistance Programs
• Conference and Industry Event Participation
• Career Advancement Opportunities

Work-Life Balance

• Remote and Hybrid Work Options (where applicable)
• Flexible Scheduling Options
• Employee Recognition Programs
• Inclusive and Collaborative Culture
• Employee Wellness Initiatives

Working Conditions

• Office, remote, or hybrid work environment.
• Frequent interaction with executives, hiring managers, candidates, and HR teams.
• Regular use of ATS platforms, recruitment analytics tools, and communication systems.
• Fast-paced environment requiring strategic thinking, leadership, and organizational agility.

Equal Employment Opportunity Statement

Orgenesis is an Equal Opportunity Employer committed to building a diverse and inclusive workforce. Employment decisions are based on qualifications, merit, performance, and business needs without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information, sexual orientation, gender identity, or any other protected characteristic under applicable law.