Job Details

Requisition Number 20-0045
Post Date 1/28/2020
Title Talent Acquisition Specialist - Recruiter
City Woodcliff Lake
State NJ
Description Driven by a commitment to research, quality and service, PDI, Inc. provides innovative products, educational resources, training and support to prevent infection transmission and promote health and wellness. Encompassing 3 areas, our Healthcare, Sani Professional and Contract manufacturing divisions, we develop, manufacture and distribute leading edge products for North America and the world.

We have several locations across the US and are looking for new Associates to join our team!


The Talent Acquisition Specialist will be responsible for the execution of full lifecycle recruiting function. (S)he will serve as the primary point of contact for candidates and recruiting subject matter expert (SME) for the business. Work closely with the business to design the recruiting approach to achieve articulate demand. Leverage recruiting expertise to influence key internal stakeholders on recruitment activities. (S)he will be measured on their ability to deliver in addition to constantly innovate its effectiveness/efficiency. (S)he will manage the day-to-day activities of the entire recruiting process across PDI within multiple locations. (S)he will also be responsible for day-to-day recruiting.


• Manage hire interview process including sourcing and screening resumes, selecting candidates for interview, conducting interview kick-offs and debrief sessions, managing offer approval process, extending offers and rejecting candidates.
• Utilize the ATS/HRIS (Ultimate Software) to maintain timely and accurate data and move all candidates/applicants through the process up to onboarding.
• Continuously build and strengthen relationships with internal stakeholders.
• Partner with Hiring Managers and respective HRBP’s to understand the hiring needs of the organization
• Ensure consistent communication to hiring teams regarding candidates and search status
• Resolve escalated issues with minimal direction.
• Manage ongoing cultivation and relationship building with candidates for current and upcoming needs to provide a market-leading candidate experience.
• Utilize recruitment results to drive strategies and target talent effectively.
• Prepare interviewers for interviews, transitioning relevant candidate-specific information
• Ensure our selection methodologies are aligned, clear, consistent, and result in the right hiring decisions.
• Verbally extend offers of employment leveraging Director/HRBP for guidance around complex negotiations.
• Plan, conduct and participate in post-offer pursuit activities (i.e., communications, office visits, and answering questions).
• Manage ongoing candidate relationship from offer acceptance to onboarding.
• Deliver against individual recruitment goals/targets, in addition to managerial responsibilities
• Manage Temporary staffing needs for NY and NJ locations.
• Identify networking opportunities to enhance brand image and continued professional development (i.e.: Community outreach, College/Career Fairs, etc.)

1. Time-to-fill
2. Cost-per-hire
3. Quality-of-hire

EDUCATION/CERTIFICATION: Business/HR related Associate’s or bachelor’s degree

• Demonstrated understanding of talent acquisition
• Ability to work effectively in a fast-paced, multi-tasking environment
• Ability to influence others, build strong relationships and networks
• Demonstrated analytical decision-making and problem-solving skills
• Proficiency in MS Office experience plus ATS/HRIS experience required. Direct experience with Ultimate Software a plus.
• Ability to strategically source diverse candidates by utilizing various sourcing methods: in LinkedIn Recruiter, Indeed, Job boards, ATS systems and through social media

• Minimum 3 years of directly related experience
• Prior recruitment experience across multiple disciplines required, with a focus in Scientific R&D, Engineering, Quality and Operations

• Ability to handle confidential information in a professional manner
• Self-motivated with critical attention to detail, deadlines and reporting


NONE: No hazardous or significantly unpleasant conditions.



Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions. Well-constructed job descriptions are an integral part of any effective compensation system.

All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate.

In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodations will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.

Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.

Nice-Pak Products, Inc. (NP) is the global developer, manufacturer and marketer of pre-moistened wipes for the consumer market, specializing in personal care, hygiene, household cleaning and disinfection products.
  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
  • Please view Equal Employment Opportunity Posters provided by OFCCP here.
  • The contractor 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. 41 CFR 60-1.35(c)
  • Please refer to the Company’s Substance Abuse Policy which protects the safety and well-being of all associates and potential associates.
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