Senior Talent Acquisition Business Partner (remote)

Work Flexibility: Remote or Hybrid or Onsite

The Talent Acquisition Partner is responsible for full-cycle recruiting for professional, exempt-level (non hourly) corporate roles, with a primary focus on Sales Operations positions supporting commercial teams. This role is well‑suited for individuals in the early to mid stages of their recruiting career (approximately 2–5 years of experience) who are looking to grow their impact, strengthen stakeholder partnership skills, and operate in a data‑driven, enterprise environment.

What you will do:

Full-Cycle Recruiting

• Manage 10–20+ active requisitions for Sales Operations and corporate roles (e.g., sales operations, sales analytics, sales support, marketing, finance, HR, operations)

• Support full-cycle recruiting including intake meetings, sourcing, screening, interview coordination, and offer management

• Conduct structured phone screens to evaluate candidate experience, functional skills, and alignment to role requirements

• Build candidate pipelines using LinkedIn Recruiter and other sourcing tools

• Ensure a consistent, high-quality candidate experience throughout the hiring process

Hiring Manager Partnership

• Partner with hiring managers to clarify role requirements, define candidate profiles, and align recruiting strategies—particularly for Sales Operations roles supporting commercial or quota‑carrying organizations

• Provide market insights related to candidate availability, compensation benchmarks, and hiring timelines to support informed decision‑making

• Communicate regularly with stakeholders on pipeline progress, candidate feedback, and hiring status to maintain momentum and alignment

Recruiting Operations & Tools

• Manage candidate and requisition activity within Workday and HiredScore, ensuring accurate tracking, timely dispositioning, and high data integrity

• Track recruiting performance against defined metrics such as requisition load, time‑to‑fill, and pipeline conversion, operating effectively in a high‑volume, process‑driven environment

What you need

Required qualifications

• Bachelor’s degree or equivalent 6+ years of work experience

• 2+ years of work experience

 

Preferred qualifications

• Previous business-facing HR, HR COE, HR Operations, Talent Acquisition or role-related experience

• Experience recruiting for exempt-level corporate roles, including Sales Operations, Sales Support, Sales Analytics, or other corporate functions

• Experience working medtech, healthcare, or other regulated industry in a mid-sized to large organization (1,000+ employees) or agency supporting enterprise clients

• Hands-on experience with Workday ATS (or similar) and sourcing tools such as LinkedIn Recruiter, Paradox, or Hiredscore

Ideal candidate would be based in EST/CST time zone.

$69,500 - $144,200 salary plus bonus eligible + benefits. Individual pay is based on skills, experience, and other relevant factors.

  

 

United States of America Pay Ranges:

• Puerto Rico: $64,400 - $94,400 USD Annual
• USN: $69,500 - $110,900 USD Annual
• US5: $73,000 - $116,400 USD Annual
• US10: $76,500 - $122,000 USD Annual
• US15: $79,900 - $127,500 USD Annual
• US20: $83,400 - $133,100 USD Annual
• US30: $90,400 - $144,200 USD Annual

View the U.S. work location and transparency guide to find the pay range for your location.

  

 

Travel Percentage: 10%

Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.

Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.