• Consult with Hiring Managers and HR Business Partners to understand job requirements and develop strategic sourcing strategies. • Conduct active searches of candidates for the designated jobs, while reviewing incoming applicants. • Build networks and community relationships to attract passive applicants. • Deliver a high-touch candidate and stakeholder experience. • Ensure excellent communication with candidates & hiring managers throughout the process. • Oversee candidate process flow, ensuring timely scheduling and feedback. • Maintain recruiting Key Performance Indicators/Service Level Agreements and be proactive in achieving the expectations of customers/employees. • Ensure that work performed is in accordance with procedures of the parent company, PerkinElmer, corporate HR, and delivered within a specified timeframe • Ensure compliance with federal, state, and local regulations concerning employment and the interviewing process, including pre and post hire employment documentation. • Perform other HR or recruiting tasks as required by Leadership.

• Actively recruiting child care staff • Managing and maintaining the interview process and onboarding staff • Fulfilling talent management for Supply/On-Call Staff and Short to Long-Term Contract Staff • Create recruitment posts once per week on Facebook, I.G. and Website • Track ROI weekly • Work with Marketing to boost Social Media posts, when needed • Research suitable groups, blogs, and websites for posting • Monitor the e-Orientation site and ensure targets are met • Motivate candidates to complete the course

Role Description We’re hiring a Recruiting Partner at Hueman People Solutions. This position sits under the PrincetonOne brand supporting Life Sciences accounts. The ideal candidate for the Recruiting Partner will be an experienced Recruiter with a proven track record of success supporting complex recruitment needs. This role requires strong relationship-building skills, consultative client partnership, and the ability to guide hiring leaders through nuanced searches in a specialized recruiting environment. Supervisory Responsibilities: - None Duties/Responsibilities: - Develop, implement and manage talent acquisition and recruiting processes - Identify, assess and recruit potential candidates - Responsible for ensuring the best talent is identified and presented to our clients - Ensure recruiting process is consistent with the highest quality, integrity and professionalism - Facilitate candidate and hiring manager expectations throughout recruitment, selection and the hiring process - Track and report metrics such as time to fill, offer acceptance rate, etc. Qualifications - Bachelor’s Degree preferred or equivalent work experience - 3+ years of successful full-cycle recruitment Requirements - Proficient use of Microsoft Suite products, Applicant Tracking Systems, and LinkedIn - Team player who is highly service-oriented, proactive, flexible and calm under pressure - Proven ability to evaluate and manipulate recruiting tools and strategies and make recommendations to maximize productivity - Excellent written and verbal communication skills - Strong organizational skills, time management, attention to detail - Ability to work independently as well as in a team environment; offer constructive feedback and direction to support goals Benefits - Base salary of $55,000-$65,000 based on experience plus uncapped commission structure - Paid time off (PTO) - Health, dental, vision, and life insurance - Traditional and Roth 401(k) options with company match - Leadership development and career advancement opportunities - Community service events - Wellness and mental health support - A fun work environment that emphasizes togetherness, diversity, and collaboration Physical Requirements - Prolonged periods of sitting at a desk and working on a computer. - Ability to perform the essential functions of the position with or without reasonable accommodation.

• Collaborating closely with recruiters and hiring managers to understand the unique job requirements and effectively align sourcing efforts with the organization’s goals. • Reviewing and posting attractive job adverts on specialized job boards to boost the interest from target candidates. • Reviewing and processing applications on all platforms in a timely manner. • Utilizing various sourcing methods such as online platforms, social media, and networking to identify and connect with potential candidates who possess the specific skills and qualifications required for niche positions. • Implementing traditional, creative, and targeted candidate attraction strategies, such as mobile and email campaigns, cold calling, utilization of recruitment marketing, etc. to cultivate and grow talent communities​ for current and future hiring needs, ensuring a steady and engaged pipeline of specialized talent is always available. • Engaging with potential candidates through personalized outreach, networking events, and communication channels to establish rapport and interest in job opportunities. • Conducting and presenting thorough and regular market research to understand industry trends, salary benchmarks, and talent availability, which helps in planning effective sourcing and hiring strategies. • Pre-screening candidates to assess their qualifications, experience, and cultural fit before presenting them to the hiring team. • Sharing market and candidate insights to business hiring groups, while consulting them on sourcing and hiring strategies. • Actively promoting the employer brand to potential candidates, highlighting the company’s strengths in the specific industry, and opportunities for career growth. • Ensuring accurate and up-to-date records of candidate interactions and sourcing activities, using applicant tracking systems (ATS) and other available tools. • Staying updated with industry best practices, sourcing tools and techniques to continually improve the effectiveness of talent sourcing strategies. • Fostering diversity and inclusion by sourcing candidates from diverse backgrounds and underrepresented groups, contributing to a more inclusive workforce. • Identifying areas for process improvement within the talent sourcing function and suggesting innovative ways to enhance recruitment efficiency.