Purpose

The Sourcer & Talent Insights Specialist will execute sourcing strategies for critical roles across the R&D function and lead the delivery of external talent insights & market intelligence projects to inform hiring and wider talent attraction strategies. You will act as a true talent advisor to the business, leveraging talent intelligence tools and data analysis techniques to deliver meaningful insights that inform talent strategy and enable future capability building.

Responsibilities

• Lead on the development and presentation of external talent insights to the business to address challenges, support recruitment planning and inform talent strategy across R&D.
• Develop & present complex talent mapping projects, providing insight into external talent availability and opportunities for talent attraction.
• Provide strategic sourcing support on critical open roles. Serve as a sourcing leader and insights expert, leveraging research & data analysis techniques to provide recommendations to business leaders, Recruiters, and Business HR.
• Set vision, strategy, and goals for all aspects of proactive sourcing strategies across aligned functions in R&D.
• Partner with key stakeholders to build talent pipelines ahead of gaps/vacancies. Will develop sourcing strategies that will target critical, high-level talent in highly competitive and challenging markets.
• Developing deep expertise and seeking continuous learning in-focus areas, with the ability to understand and speak in detail about functions, culture, and role responsibilities, showcasing AbbVie’s Employee Value Proposition.
• Proactively source passive candidates through advanced search techniques including Boolean search on social media, LinkedIn, SeekOut, and industry directories to uncover high quality talent pools.
• Conduct thorough candidate prescreening and facilitate presentation to hiring managers and recruiting team using various Talent Acquisition platforms to maintain/retain accuracy, quality, and integrity of data.
• Nurture Professional pipelines by keeping talent engaged as roles are posted and provide information regarding available opportunities.
• Providing updates and reporting on critical roles and sourcing activities to stakeholders and reporting.
• Develop strong partnerships with Recruiters and candidates to build a qualified candidate bench to meet current and anticipated business needs.
• Build trust and strong partnerships with internal stakeholders, including business leaders, Recruiters, Total Rewards, and Talent Development, and Business HR to understand the key roles and challenges to overcome to secure top talent.