Director, Talent Acquisition

Position Summary 

The Director, Talent Acquisition (“TA”) will lead Tenpoint’s enterprise hiring strategy as we scale rapidly toward commercialization and global growth. This leader is responsible for building the recruiting infrastructure — processes, tools, technology, compensation benchmarking, talent intelligence, and hiring manager capability — that enables high-quality, high-volume hiring aligned to business priorities. 

As a member of the HR Leadership Team and reporting to the Vice President of Human Resources, this role strengthens the shared operating model of the Human Resources function. Talent Acquisition works seamlessly with the four integrated HR specialties — Talent Acquisition, People Operations, Employee Experience, and Talent & Organizational Development — to deliver a cohesive workforce strategy and best-in-class employee experience. 

This role is accountable for driving Diversity, Equity & Inclusion in hiring outcomes — expanding representation, ensuring equitable access to opportunities, and strengthening inclusive decision practices across the company. 

This is a hands-on leadership role — success requires the ability to flex between strategic priorities and tactical execution, thriving in an environment where urgency, adaptability, and rolling up sleeves are critical to achieving hiring outcomes. 

Key Responsibilities 

Talent Acquisition & Workforce Strategy 

• Design and execute a proactive hiring strategy that supports commercial readiness, global expansion, and organizational growth. 

• Translate business priorities into global workforce plans backed by competitive talent intelligence and market data. 

• Serve as a trusted advisor to senior leadership, influencing hiring decisions, capability development, and organizational design. 

• Design and execute DEI-focused hiring initiatives that expand representation across levels and functions, including targeted sourcing, proactive pipeline building, and measurable hiring outcomes. 

• Partner with Finance and HR function leaders to consider alternative resource types (Agency Employees, Consultants, Contractors, Interns) to meet the needs of the business while optimizing resources and budget alignment. 

• Build Internship, Post-doc, and/or Rotation Program to meet critical workforce needs, build pipelines, and enhance university relations.  

Compensation Benchmarking, Offers & Talent Economics 

• Own compensation benchmarking and job leveling insight using Radford and additional market data as needed. 

• Align and model salary, bonus, and equity components for competitive offers and fiscal discipline. 

• Uphold salary transparency compliance and support pay equity discipline across hiring decisions. 

• Partner with Finance to ensure offer modeling and headcount planning remain aligned to budget expectations. 

Recruiting Infrastructure, Tools & Process Excellence 

• Architect and optimize scalable TA workflows, documented processes, SLAs, and globally compliant practices. 

• Partner with People Operations to ensure accurate and compliant job descriptions, as well as strong HRIS integration throughout the hiring lifecycle. 

• Collaborate with Employee Experience to translate job descriptions into employer-brand-aligned job postings and support seamless onboarding handoffs. 

• Work with Talent & Organizational Development to define hiring capability requirements and co-lead interviewer and hiring manager training. 

• Own the talent acquisition technology ecosystem (ATS and sourcing tools), ensuring data reliability, adoption, and automation opportunities. 

• Develop and optimize comprehensive sourcing strategy that enables strong pipelines, succession planning, and reduced time-to-fill. 

Diversity, Equity & Inclusion Leadership & Hiring Outcomes 

• Lead strategies to expand representation while reducing barriers and driving equitable access to opportunities. 

• Establish structured, objective decision-making frameworks that mitigate bias and increase fairness in hiring. 

• Build partnerships with diverse talent sources and community organizations aligned to workforce needs. 

• Track, analyze, and report DEI hiring metrics for accountability and continuous improvement. 

Cross-Functional Partnership & Integrated HR Leadership 

• Act as a senior leader within the integrated Human Resources organization, ensuring aligned communication and shared accountability for achieving business goals. 

• Partner with Finance, Legal, and business leaders to anticipate hiring needs and proactively identify risks or tradeoffs. 

• Prepare executive- and Board-ready reporting that links hiring progress to commercialization timelines and workforce plans. 

• Through the development and implementation of metrics and data analytics and up-to-date dashboards, provide actionable insights to senior leadership that will inform HC planning, succession planning, and resource deployment.  

Leadership & Team Development 

• Lead, mentor, and scale a high-performing TA team capable of executing complex and high-volume hiring. 

• Foster a culture of continuous improvement, data-driven decision-making, and collaborative problem-solving. 

• Lead by example during peak hiring cycles by actively supporting high-priority searches, resolving operational blockers in real time, and modeling accountability for results. 

Candidate Experience & Employer Brand Alignment 

• Ensure a respectful, transparent, and efficient candidate experience that enhances Tenpoint’s brand reputation. 

• Ensure an inclusive and barrier-free candidate experience using structured and equitable decision processes. 

• Deploy candidate feedback mechanisms and implement continuous improvement based on insights. 

• Partner with Employee Experience to maintain experience continuity from candidate to employee lifecycle. 

Key Success Measures 

• On-time, on-budget hiring aligned with commercial launch timelines 

• Strong compensation competitiveness and offer acceptance 

• Culture carrier able to represent Tenpoint’s value proposition internally and externally 

• Improved workforce representation in alignment with labor market availability 

• Reduced hiring bias and decision variability through structured decision processes 

• Elevated hiring manager capability and reduced escalations 

• Scalable and compliant TA infrastructure enabling future public-company expectations 

• Demonstrated ability to lead through execution during critical hiring cycles 

Qualifications 

• 10+ years progressive talent acquisition experience, including leadership of high-performing recruiting teams. 

• Demonstrated success scaling global TA operations in high-growth environments; biotech/pharma commercialization strongly preferred. 

• Demonstrated success driving measurable improvements in DEI hiring outcomes and advancing inclusive hiring capability. 

• Demonstrated ability to leverage data-driven insights and advanced analytic tools to build strategic dashboards that inform decisions and optimize performance.  

•  Strong compensation benchmarking and offer modeling experience using Radford or similar compensation tools. 

• Skilled in navigating ambiguity, creating structure, and prioritizing effectively under pressure. 

• Exceptional communication and narrative-building skills with executive presence and influence. 

• Ability to travel occasionally. 

Physical Requirements & ADA Statement  

This role is primarily a desk-based job requiring the ability to operate a computer and communicate effectively in a remote work environment. The employee may be required to sit for extended periods, engage in video or phone meetings, and use standard office equipment. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the role. Travel to hiring events or team meetings as required.