Poppy Bank
Talent Acquisition Partner (Creative Design)
Your Skills Can Help Change Lives! Ready to make your work matter? We have an amazing opportunity for you to highlight your skills at finding top talent for a growing organization whose mission is improving lives with thoughtfully designed medical technology. Our company culture is strongly connected to our vision, which is to lead in the design of innovative medical products, provide superior customer experience, and maximize value and well-being for all our stakeholders. At Altimate Medical, we believe great teams start with great people so if you thrive on connecting exceptional talent with meaningful opportunities, enjoy building relationships, shaping careers, and making an impact from day one, we would love to meet you!
This person must be an experienced Talent Acquisition professional who understands the connection between the candidate experience and the employer brand. Acting as a business partner, you will routinely consult with business leaders while reporting on talent needs, sourcing proactively and passively when necessary. You will develop processes and procedures and provide training related to recruitment best practices for hiring managers.
JOB SUMMARY The Talent Acquisition Partner owns and scales all recruiting efforts, processes, tools, and training to support high-quality growth, helping the company to attract the right talent and change more lives through their products. This role will be based out of the Minneapolis/St. Paul area or in reasonable proximity to the company headquarters in Morton and Redwood Falls area of Minnesota. Success will be measured by candidate experience, time-to-fill, quality of hire, hiring manager satisfaction, and offer acceptance and retention rates.
ESSENTIAL FUNCTIONS
Talent Acquisition
Own full-cycle recruiting for hourly, salaried, and leadership roles
Coach and align with Hiring Managers and HR Director on needs
Partner with Head of HR to determine if role is new or existing and budgeted/approved
Create brand-aligned, engaging job posts, collaborating with appropriate HR business partner and collaborate with HR on new job creation.
Build, document, and continuously improve recruiting processes, SLAs, interview workflows, and candidate experience standards to support scale and quality.
Manage agency/vendor relationships, job boards, and talent pipelines; negotiate terms as needed and monitor performance.
Ensure compliance with EEO/AA and all applicable employment laws and company policies throughout the selection process.
Manage annual intern program in collaboration with Granite Companies, soliciting needs, attending any job fairs, working with leaders to hire, onboard, and structure the company program for a rich intern development experience on work that supports business functions.
Hiring Manager Enablement & Selection Process
Design interview processes and role-specific screening templates/interview guides
Facilitate hiring manager coaching and training as needed and identify relevant e-learning in Docebo learning.
Calibrate offers in partnership with HR and Compensation to ensure market alignment, internal equity, and positive candidate experience.
Prepare and extend offers; drive pre-boarding and coordinate with HR/Operations for smooth onboarding and Day 1 readiness.
Coordinate background checks, references, pre-employment requirements, and pre-offer risk assessments per policy.
Candidate Sourcing, Branding & Referrals
Leverage NetSuite (ATS), Indeed Connect (including AI/video tools), and LinkedIn Recruiter to both farm and hunt candidates across markets.
Activate employer branding, employee referral programs, campus/early-career outreach, and community partnerships to broaden pipelines.
Curate talent pools and nurture relationships for future openings
Data, Reporting & Continuous Improvement
Own recruiting dashboards and reporting (e.g., time-to-fill, quality of hire, hiring manager satisfaction, offer acceptance rates); analyze trends and recommend actions.
Conduct periodic process audits and candidate/manager surveys to evaluate hiring experience from candidate and business perspective
Maintain accurate requisition, candidate, and compliance data within systems; ensure data integrity and audit readiness.
Gather feedback and propose improvements to onboarding, manager assimilation, and first-year experience.
Tools & Systems
Administer and optimize NetSuite ATS workflows, templates, and approvals; train users and maintain documentation.
Integrate and utilize Indeed Connect and LinkedIn Recruiter campaigns, talent search, messaging, AI, and video interview tools in alignment with brand standards.
Partner with IT/HRIS on system configurations, permissions, and integrations; troubleshoot user issues and coordinate enhancements.
Stakeholder Communication & Collaboration
Conduct periodic recruiting reviews with business leaders, HRBP, and VP of Human Resources & Chief of Staff to understand upcoming workforce needs.
Collaborate with Marketing and VP of HR/Chief of Staff to build employer brand content, careers site updates, and social presence.
Other Duties as Assigned
Perform additional responsibilities in support of business needs and HR team objectives.
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This person must be an experienced Talent Acquisition professional who understands the connection between the candidate experience and the employer brand. Acting as a business partner, you will routinely consult with business leaders while reporting on talent needs, sourcing proactively and passively when necessary. You will develop processes and procedures and provide training related to recruitment best practices for hiring managers.
JOB SUMMARY The Talent Acquisition Partner owns and scales all recruiting efforts, processes, tools, and training to support high-quality growth, helping the company to attract the right talent and change more lives through their products. This role will be based out of the Minneapolis/St. Paul area or in reasonable proximity to the company headquarters in Morton and Redwood Falls area of Minnesota. Success will be measured by candidate experience, time-to-fill, quality of hire, hiring manager satisfaction, and offer acceptance and retention rates.
ESSENTIAL FUNCTIONS
Talent Acquisition
Own full-cycle recruiting for hourly, salaried, and leadership roles
Coach and align with Hiring Managers and HR Director on needs
Partner with Head of HR to determine if role is new or existing and budgeted/approved
Create brand-aligned, engaging job posts, collaborating with appropriate HR business partner and collaborate with HR on new job creation.
Build, document, and continuously improve recruiting processes, SLAs, interview workflows, and candidate experience standards to support scale and quality.
Manage agency/vendor relationships, job boards, and talent pipelines; negotiate terms as needed and monitor performance.
Ensure compliance with EEO/AA and all applicable employment laws and company policies throughout the selection process.
Manage annual intern program in collaboration with Granite Companies, soliciting needs, attending any job fairs, working with leaders to hire, onboard, and structure the company program for a rich intern development experience on work that supports business functions.
Hiring Manager Enablement & Selection Process
Design interview processes and role-specific screening templates/interview guides
Facilitate hiring manager coaching and training as needed and identify relevant e-learning in Docebo learning.
Calibrate offers in partnership with HR and Compensation to ensure market alignment, internal equity, and positive candidate experience.
Prepare and extend offers; drive pre-boarding and coordinate with HR/Operations for smooth onboarding and Day 1 readiness.
Coordinate background checks, references, pre-employment requirements, and pre-offer risk assessments per policy.
Candidate Sourcing, Branding & Referrals
Leverage NetSuite (ATS), Indeed Connect (including AI/video tools), and LinkedIn Recruiter to both farm and hunt candidates across markets.
Activate employer branding, employee referral programs, campus/early-career outreach, and community partnerships to broaden pipelines.
Curate talent pools and nurture relationships for future openings
Data, Reporting & Continuous Improvement
Own recruiting dashboards and reporting (e.g., time-to-fill, quality of hire, hiring manager satisfaction, offer acceptance rates); analyze trends and recommend actions.
Conduct periodic process audits and candidate/manager surveys to evaluate hiring experience from candidate and business perspective
Maintain accurate requisition, candidate, and compliance data within systems; ensure data integrity and audit readiness.
Gather feedback and propose improvements to onboarding, manager assimilation, and first-year experience.
Tools & Systems
Administer and optimize NetSuite ATS workflows, templates, and approvals; train users and maintain documentation.
Integrate and utilize Indeed Connect and LinkedIn Recruiter campaigns, talent search, messaging, AI, and video interview tools in alignment with brand standards.
Partner with IT/HRIS on system configurations, permissions, and integrations; troubleshoot user issues and coordinate enhancements.
Stakeholder Communication & Collaboration
Conduct periodic recruiting reviews with business leaders, HRBP, and VP of Human Resources & Chief of Staff to understand upcoming workforce needs.
Collaborate with Marketing and VP of HR/Chief of Staff to build employer brand content, careers site updates, and social presence.
Other Duties as Assigned
Perform additional responsibilities in support of business needs and HR team objectives.
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