Senior Talent Acquisition Business Partner (Remote)

Location: Phoenix, Arizona, Salt Lake City, Utah, Boise, Idaho

Time Type: Full time

Job Description

Work Flexibility: Remote

Location: This role may work at a Stryker hub or 100% remote within the U.S., with priority consideration for candidates located in MST or PST time zones.

What You Will Do

As a Senior Talent Acquisition Business Partner, you will support full-cycle recruiting for Clinical Specialist roles. You will partner closely with Hiring Managers and HR to identify, attract, and acquire high-quality clinical talent to support Stryker’s business and organizational needs. This is a full-cycle recruitment role within our Talent Acquisition Center of Expertise (COE). This role is well suited for individuals in the early to mid-stages of their recruiting career who are looking to grow their impact, strengthen stakeholder partnership skills, and operate in a fast-paced, data-driven enterprise environment.

Full-Cycle Recruiting

• Manage 15–20+ active requisitions, primarily supporting Clinical Specialist roles.
• Lead full-cycle recruiting, including intake meetings, sourcing, screening, interview coordination, candidate management, and offer management.
• Conduct structured phone screens to evaluate candidate experience, clinical and/or healthcare background, transferable skills, and alignment with role requirements.
• Build and maintain strong candidate pipelines using LinkedIn Recruiter and other sourcing tools, with a focus on identifying talent for specialized clinical roles.
• Deliver 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 develop recruiting strategies for Clinical Specialist talent across assigned businesses and markets.
• Provide market insights related to candidate availability, talent pools, compensation, and hiring timelines to support informed decision-making.
• Communicate regularly with hiring managers and HR partners regarding pipeline progress, candidate feedback, recruiting challenges, and hiring status to maintain momentum and alignment.
• Use market and pipeline data to proactively adjust sourcing strategies and identify opportunities to strengthen talent pipelines.

Recruiting Operations & Tools

• Manage candidate and requisition activity within Workday and HiredScore, ensuring accurate tracking, timely dispositioning, and strong data integrity.
• Track recruiting performance against defined metrics, including requisition load, time-to-fill, pipeline health, and pipeline conversion.
• Operate effectively in a high-volume, process-driven recruiting environment, balancing multiple searches and stakeholder priorities while maintaining quality and candidate experience.

What You Need

Required qualifications

• Bachelors 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 managing full-cycle recruiting within an agency or corporate environment

 

United States of America Pay Ranges:

• 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.