Senior Corporate Recruiter
Baxters North America, Cincinnati, OH, United States
Scope of Job:
The Senior Corporate Recruiter is responsible for driving an exceptional onboarding experience, managing the applicant tracking system (ATS), supporting talent operations, and strengthening early‑career and external pipeline programs. This role provides end‑to‑end coordination of pre‑hire through post‑hire processes while supporting professional‑level recruitment. The position partners with HR, hiring managers, and external partners to improve processes, strengthen talent pipelines, and ensure seamless talent workflows. Work is generally independent and collaborative in nature. Contributes to moderately complex aspects of a project.
Essential Job Functions And Responsibilities
Build, lead and continuously improve the onboarding program from offer acceptance through the first 90 days, including timelines, milestones, feedback loops, and new‑hire support.
Support full‑cycle recruitment for professional and corporate roles including intake meetings, postings, sourcing, screening, interviewing, and offer coordination.
Coordinate pre‑hire processes including background checks, I‑9 verification, documentation collection, and internal workflow setup.
Facilitate or support new‑hire orientation and ensure timely access, systems setup, and resource readiness.
Partner with HR, IT, and hiring managers to ensure a smooth, timely, and consistent onboarding experience across sites.
Monitor onboarding effectiveness, identify trends, and recommend enhancements to improve new‑hire engagement and early retention.
Facilitate orientation for new employees and perform exit interviews for employees leaving the organization.
Serve as the primary administrator of the ATS, ensuring accurate and compliant data, optimized workflows, and user training/support.
Maintain candidate and employee records in the ATS and HRIS (ADP/ATS) in alignment with compliance and internal documentation standards.
Track, analyze, and report talent‑related metrics including time‑to‑hire, onboarding completion, early turnover indicators, pipeline activity, and event ROI.
Recommend process improvements and system enhancements to improve efficiency, data quality, and the overall talent experience.
Develop and manage internship, co‑op, and early‑career pipelines, including school outreach, coordination, and program support.
Build and maintain relationships with colleges, universities, trade schools, and community workforce organizations.
Represent the company at college and career fairs, recruiting events, and workforce development programs.
Partner with external recruiting agencies when needed, ensuring alignment with BNA standards and talent needs.
Maintain positive candidate experiences throughout the recruiting and onboarding lifecycle.
Assist in developing recruiting content and outreach strategies for job postings, social media, and talent branding efforts.
Support pipeline development initiatives and community outreach programs.
Provide guidance to managers and employees on routine talent‑process questions.
Support HR-driven talent initiatives such as engagement activities, recognition programs, and feedback collection.
Collaborate with production and supporting departments to ensure the food safety and quality of our products.
Performs other related duties as assigned.
Education:
Bachelor’s degree in human resources or related field required or equivalent experience. SHRM Certified Professional (SHRM-CP) designations or credentials preferred.
Experience:
4-7 years of experience in corporate recruitment, talent acquisition, or related HR roles. Strong working knowledge of Applicant Tracking System platforms, sourcing technologies and full-cycle recruitment processes. Demonstrated knowledge of recruiting strategies, market trends, and hiring best practices. Experience
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The Senior Corporate Recruiter is responsible for driving an exceptional onboarding experience, managing the applicant tracking system (ATS), supporting talent operations, and strengthening early‑career and external pipeline programs. This role provides end‑to‑end coordination of pre‑hire through post‑hire processes while supporting professional‑level recruitment. The position partners with HR, hiring managers, and external partners to improve processes, strengthen talent pipelines, and ensure seamless talent workflows. Work is generally independent and collaborative in nature. Contributes to moderately complex aspects of a project.
Essential Job Functions And Responsibilities
Build, lead and continuously improve the onboarding program from offer acceptance through the first 90 days, including timelines, milestones, feedback loops, and new‑hire support.
Support full‑cycle recruitment for professional and corporate roles including intake meetings, postings, sourcing, screening, interviewing, and offer coordination.
Coordinate pre‑hire processes including background checks, I‑9 verification, documentation collection, and internal workflow setup.
Facilitate or support new‑hire orientation and ensure timely access, systems setup, and resource readiness.
Partner with HR, IT, and hiring managers to ensure a smooth, timely, and consistent onboarding experience across sites.
Monitor onboarding effectiveness, identify trends, and recommend enhancements to improve new‑hire engagement and early retention.
Facilitate orientation for new employees and perform exit interviews for employees leaving the organization.
Serve as the primary administrator of the ATS, ensuring accurate and compliant data, optimized workflows, and user training/support.
Maintain candidate and employee records in the ATS and HRIS (ADP/ATS) in alignment with compliance and internal documentation standards.
Track, analyze, and report talent‑related metrics including time‑to‑hire, onboarding completion, early turnover indicators, pipeline activity, and event ROI.
Recommend process improvements and system enhancements to improve efficiency, data quality, and the overall talent experience.
Develop and manage internship, co‑op, and early‑career pipelines, including school outreach, coordination, and program support.
Build and maintain relationships with colleges, universities, trade schools, and community workforce organizations.
Represent the company at college and career fairs, recruiting events, and workforce development programs.
Partner with external recruiting agencies when needed, ensuring alignment with BNA standards and talent needs.
Maintain positive candidate experiences throughout the recruiting and onboarding lifecycle.
Assist in developing recruiting content and outreach strategies for job postings, social media, and talent branding efforts.
Support pipeline development initiatives and community outreach programs.
Provide guidance to managers and employees on routine talent‑process questions.
Support HR-driven talent initiatives such as engagement activities, recognition programs, and feedback collection.
Collaborate with production and supporting departments to ensure the food safety and quality of our products.
Performs other related duties as assigned.
Education:
Bachelor’s degree in human resources or related field required or equivalent experience. SHRM Certified Professional (SHRM-CP) designations or credentials preferred.
Experience:
4-7 years of experience in corporate recruitment, talent acquisition, or related HR roles. Strong working knowledge of Applicant Tracking System platforms, sourcing technologies and full-cycle recruitment processes. Demonstrated knowledge of recruiting strategies, market trends, and hiring best practices. Experience
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