Role Description The Talent Acquisition Partner is responsible for developing and executing strategic recruiting initiatives to attract, engage, and activate qualified independent contractors aligned with program demand and business needs across the Philippines region. This role partners closely with business leaders and cross-functional teams to drive recruiting outcomes, build sustainable contractor pipelines, optimize recruiting processes, and support roster readiness through data-driven talent acquisition strategies. Qualifications - Bachelor’s degree in Human Resources, Business, Communications, or a related field, or equivalent experience. - 3+ years of recruiting, talent acquisition, workforce development, or related experience. - Experience managing full-cycle recruiting processes, sourcing strategies, and applicant pipelines. - Strong communication, relationship-building, organizational, and analytical skills. - Experience using applicant tracking systems, recruiting technologies, and reporting tools. Requirements - Lead full-cycle recruiting efforts across assigned programs, business areas, and contractor talent segments in the Philippines market. - Develop and execute sourcing strategies across job boards, social media, professional networks, community organizations, educational institutions, referral networks, and workforce partnerships. - Leverage platforms such as JobStreet, Kalibrr, OnlineJobs.ph, LinkedIn, Facebook groups, and local online communities to support pipeline development. - Build and maintain contractor talent pipelines to support current and future program demand. - Source, assess, and guide applicants through the recruitment lifecycle while delivering a positive applicant experience. - Partner with business leaders and stakeholders to align recruiting strategies with roster demand, pipeline needs, and business objectives. - Engage applicants through phone, email, SMS, virtual events, and other outreach channels. - Create and distribute social media content, email campaigns, and applicant communications tailored to target audiences in the Philippines. - Support employer brand and contractor opportunity attraction campaigns across multiple channels. - Deliver a high-touch, responsive applicant experience that strengthens engagement throughout the recruiting funnel. - Manage recruiting workflows, pipeline activity, class enrollment coordination, readiness milestones, and status management within recruiting systems. - Monitor pipeline performance, conversion rates, roster readiness, and recruiting metrics to identify trends, bottlenecks, and improvement opportunities. - Optimize recruiting processes, screening workflows, messaging, and recruitment marketing assets to improve efficiency, applicant engagement, and recruiting outcomes. - Maintain accurate data and ensure recruiting activities are documented consistently across systems and reporting tools. - Develop and maintain relationships with workforce organizations, universities, community groups, and professional associations in the Philippines to support contractor pipeline development. - Represent Liveops at virtual and in-person events, online job fairs, and workforce development initiatives. - Cultivate partnerships that expand awareness of contractor opportunities and support sustainable pipeline growth. - Partner with business leaders and internal stakeholders to align recruiting activity with roster planning, program needs, and business priorities. - Provide recruiting performance reporting, funnel analytics, market insights, and roster readiness updates to support strategic planning and recruitment roundtable forum. - Collaborate cross-functionally with operations and other internal teams to support contractor activation and successful program launches. - Share recommendations based on recruiting data, applicant trends, and market feedback to continuously improve sourcing and recruiting strategies. Company Description

• Lead or support rapid WASH needs assessments, technical assessments, service mapping and market assessments. • Analyse WASH risks, service gaps, disease transmission risks, gender and protection concerns, accessibility barriers and priority needs of affected populations. • Support the development of evidence-based emergency WASH response strategies, workplans, response plans and budgets. • Ensure that programme design is aligned with Sphere Standards, the Core Humanitarian Standard, national standards, cluster guidance and relevant public-health requirements. • Identify opportunities for integrated programming with Health, Nutrition, Protection, Education, Shelter and Cash and Voucher Assistance interventions. • Provide technical oversight for emergency water supply interventions, including water-source assessment, water trucking, water treatment, chlorination, household water treatment, water-quality monitoring, storage, distribution systems and water-point rehabilitation. • Provide technical guidance on emergency sanitation, including household, communal, institutional and school sanitation, excreta management, drainage, solid-waste management and vector-control measures. • Support hygiene-promotion and social and behaviour change activities, including handwashing, safe water handling, household water treatment, menstrual health and hygiene, and community engagement approaches. • Provide technical guidance on WASH in health-care facilities, infection prevention and control, outbreak preparedness and response. • Review and support the development of technical drawings, Bills of Quantities, specifications, scopes of work, technical evaluation criteria and contractor deliverables. • Ensure that infrastructure and service interventions are safe, technically appropriate, accessible, climate-informed and feasible for operation and maintenance by communities, local authorities or service providers. • Establish or strengthen practical quality-assurance mechanisms, including water-quality testing, construction supervision, functionality monitoring, hygiene-promotion monitoring and post-distribution monitoring. • Support Country Offices to establish emergency WASH response systems, including technical workplans, supply plans, activity trackers, monitoring tools, reporting templates and risk registers. • Work closely with Supply Chain and Procurement teams to support procurement planning, technical specifications, supplier engagement, quality checks and delivery follow-up. • Support field teams to establish appropriate systems for stock management, distribution tracking, water-quality monitoring, facility operation and maintenance, complaints handling and community feedback. • Provide hands-on support during the initial phase of an emergency response, including field visits, technical troubleshooting, start-up planning and mentoring of WASH staff. • Identify operational bottlenecks, implementation risks and corrective actions, and communicate these promptly to relevant management and programme teams. • Represent Plan International in national and sub-national WASH Cluster meetings, technical working groups, inter-agency coordination platforms and sector coordination mechanisms as requested. • Ensure timely submission of 3Ws/4Ws, activity updates, technical information and response data to relevant coordination platforms. • Maintain constructive working relationships with government authorities, UN agencies, NGOs, donors, service providers, local partners and community structures. • Support coordination with Health, Protection, Education, Shelter and other sectors to promote integrated, safe and accountable responses. • Contribute to technical discussions, advocacy messages and coordination products that advance the quality, inclusion and sustainability of emergency WASH services. • Contribute to the development of emergency concept notes, proposals, budgets, logframes, technical narratives and donor reports. • Ensure that WASH proposals are technically sound, realistic, costed appropriately and responsive to assessed needs. • Support the development of monitoring frameworks, indicators, targets, reporting systems and learning products. • Review programme reports and provide technical input on progress, challenges, adaptations, risks and lessons learned. • Contribute to after-action reviews, response evaluations, learning workshops and preparedness planning processes. • Ensure that all emergency WASH interventions address the specific needs, safety concerns and priorities of girls, adolescent girls and young women. • Promote disability inclusion, age inclusion, menstrual health and hygiene, protection-sensitive design and equitable access to services. • Ensure meaningful participation of women, girls, boys, men, persons with disabilities and marginalised groups in assessments, planning, implementation and monitoring. • Support the integration of community feedback and complaints mechanisms into WASH interventions.

• Own the end-to-end recruiting process for clinical roles from intake meetings through signed offers across multiple geographic markets. • Partner with hiring managers to define role requirements, licensure and credentialing needs, and realistic timelines. • Screen candidates for clinical qualifications and the hospitality and member experience orientation essential to success in these roles. • Draft and extend offers and support a clean handoff to the onboarding team. • Build and maintain active, warm candidate pipelines across all open markets. • Source passive candidates through LinkedIn, job boards, clinical associations (AANP, AAPA, AMA), and niche provider communities. • Help design and document the end-to-end clinical hiring process, including screening scorecards, interview structure, funnel benchmarks, and decision frameworks. • Establish and track applicant-to-interview-to-hire ratios so the team can forecast pipeline needs against headcount targets. • Maintain clean, up-to-date candidate records in the ATS at all times. • Deliver organized candidate summaries and pipeline updates to hiring stakeholders on a regular cadence.

• Patients are at the center of everything Profound does, and patient recruitment is one of the most direct ways we deliver on our mission of expanding access to advanced therapeutic options. • As we continue to grow, we are looking for a senior leader to own and scale our patient engagement and recruitment function across our national site network. • This leader will shape the strategy, team, processes, and operating model that help connect the right patients to the right trials faster while preserving the personal, trusted experience that defines Profound. • Today, most of our patient recruiters are embedded within site teams, with a smaller centralized team providing additional support. • This role will help evolve how those models work together as we scale, bringing clinical research experience, strong people leadership, and creative problem solving to how we recruit, engage, and support patients. • This is a hands-on builder role for someone who is energized by growth, comfortable with ambiguity, and excited to create a patient recruitment function that is both highly effective and deeply patient-centered. • Own Profound’s patient engagement and recruitment strategy across sites, studies, and therapeutic areas. • Lead the continued evolution of Profound’s recruitment operating model, including embedded, centralized, and hybrid support, to improve enrollment performance and patient experience as we scale. • Build scalable approaches to patient identification, outreach, engagement, pre-screening, scheduling, and retention in partnership with Clinical Operations. • Establish clear priorities, goals, and accountability structures for the patient recruitment function. • Translate organizational growth goals, study needs, and site realities into practical recruitment strategies. • Partner with Clinical Operations, Commercial, Study Startup, Quality, Clinical Systems, Finance, and People to ensure recruitment strategies are aligned, compliant, and executable. • Own recruitment performance across the patient funnel, including lead quality, outreach effectiveness, pre-screening, scheduling, show rates, screening conversion, enrollment outcomes, and retention support. • Establish the KPIs, dashboards, reporting rhythms, and forecasting needed to create visibility into recruitment performance. • Use data to identify trends, risks, opportunities, and resourcing needs across the function. • Lead study- and site-level recruitment planning for priority trials, ensuring the right strategies and resources are in place to support enrollment goals. • Bring structure and urgency to recruitment execution while maintaining flexibility for the needs of different studies, sites, and patient populations. • Ensure Profound’s recruitment practices reflect a compassionate, service-oriented, and patient-centered experience. • Strengthen the patient journey from initial engagement through screening and enrollment in partnership with Clinical Operations. • Develop approaches that expand access to clinical research for diverse patient populations and support community-based recruitment. • Identify opportunities to improve patient communication, follow-up, and retention without creating unnecessary complexity for sites or patients. • Lead and develop Profound’s patient recruitment team, including embedded and centralized team members. • Build a high-performing culture rooted in accountability, urgency, collaboration, compassion, and continuous improvement. • Clarify roles, responsibilities, performance expectations, and career pathways within the patient recruitment function. • Build the team structure, leadership capabilities, staffing plans, and ways of working needed to support continued growth. • Coach and develop leaders and team members to strengthen recruitment execution, patient communication, problem-solving, and cross-functional partnership. • Own the recruitment process and technology roadmap in partnership with Clinical Systems, IT, and operational leaders. • Identify opportunities to improve consistency, visibility, efficiency, and scalability across recruitment workflows. • Evaluate and implement tools, systems, vendor partnerships, and digital engagement strategies that improve recruitment performance and patient experience. • Ensure recruitment processes remain compliant with clinical research, privacy, IRB, and patient communication requirements. • Lead change management related to recruitment processes, technology, operating model, and performance expectations.