Talent Manager

Curium Pharma; Paris; Sur place; EUR 90 000 - 120 000; Plein temps

Résumé du poste

A global leader in nuclear medicine is seeking a Talent Manager to support the Chief Talent Officer in global executive recruitment and strategic talent projects. The ideal candidate will have over 3 years of experience in executive search and deep knowledge of the pharmaceutical industry. Responsibilities include identifying senior talent, supporting organization structure initiatives, and managing high-priority projects. Fluency in English is essential, and French is a plus. The role promises significant impact within a dynamic and innovative company.

Qualifications

• 3+ years of experience in executive search or in-house talent acquisition.
• Proven experience recruiting or assessing senior executives.
• Deep knowledge of the pharmaceutical sector.
• Strong business, financial acumen and stakeholder management.
• Discretion, agility and ability to manage ambiguity.
• Fluent in English; French is a plus.

Responsabilités

• Identify and attract senior-level talent for strategic positions.
• Support strategic internal initiatives like org design and succession planning.
• Manage sensitive projects and prepare materials for executive discussions.
• Support org design, governance, succession planning and targeted leadership development projects.
• Lead HR aspects of global M&A and external growth initiatives as directed by the CTO.
• Develop Talent Acquisition Excellence programs for HR leaders and Hiring Managers, especially at the Executive level.

Connaissances

Executive search experience

Stakeholder management

Business acumen

Communication skills

Fluency in English

Description du poste

Curium Pharma, established in 2017, is a global leader in nuclear medicine, providing cutting-edge solutions in diagnostic and therapeutic radiopharmaceuticals. With operations spanning over 70 countries, Curium leverages decades of expertise to deliver high-quality products, reliability, and best-in-class service. The company’s history traces back to the radiopharmaceutical divisions of Mallinckrodt Pharmaceuticals and IBA Molecular, merging their expertise to become a market leader in the field, with over 15 million patients treated annually with their products. Today, Curium is at the forefront of advancing nuclear medicine, blending innovation with proven experience to address critical patient needs.

Curium’s unique ability to combine the agility of a fast-moving innovator with the stability of an established global leader makes it an exciting place to drive change. The organisation is defined by its relentless pursuit of precision medicine and a deep commitment to delivering transformative solutions in oncology.

Curium has implemented a strategic shift to focus more extensively on cancer therapies, integrating diagnostic imaging with precise treatment delivery. The company is conducting pivotal clinical trials, such as those involving Lu-177 PSMA-based treatments for prostate cancer and collaborates with partners like PeptiDream in Japan to enhance global access to these life-changing therapies. These efforts demonstrate Curium’s commitment to precision medicine and addressing unmet needs in oncology.

SUMMARY OF THE POSITION

We are seeking a highly capable and agile Talent Manager to directly support the Chief Talent Officer (CTO) in driving global senior executive recruitment and delivering strategic talent projects. This is a high-impact role suited for a proactive, discreet, and results-driven professional with strong interpersonal skills and a global, commercial mindset.

KEY RESPONSIBILITIES

1/ Focuses on identifying, attracting, and hiring senior-level talent

• Partner closely with the CTO to drive end-to-end recruitment for senior and strategic positions across functions and geographies
• Act as counsel to hiring managers on market dynamics, target universes, candidate phenotypes and trade-offs with a view to defining and executing upon a seamless go-to-market strategy
• Source, assess, and engage top-tier executive talent through direct search and partnership with external firms.

2/ Support broader Talent initiatives that shape the organisation’s structure and future leadership

• Support the CTO with strategic internal initiatives, including org design & governance projects, talent mapping and succession planning, and executive development projects (targeted and at-scale)
• Drive, under the supervision of the CTO, the HR stream of global M&A and External Growth initiatives (due diligence, transaction documents, future organisation simulations, integration plans, etc.).
• Structure and implement Talent Acquisition Excellence programmes, such as training for HR Leaders and Hiring Managers on interview techniques, search strategy or employee value proposition, in particular at the Executive level.

3/ General support to CTO and Global Leadership Team

• Manage sensitive and high-priority projects requiring discretion, judgement and cross-functional coordination (e.g. Executive Compensation, Market Intelligence, etc.)
• Prepare materials, presentations and insights for executive discussions and board-level reporting; support production of Board- and investor-facing materials.
• Act as a key liaison with internal stakeholders and external partners to ensure seamless execution of talent initiatives.

REQUIREMENTS

• 3+ years of experience in executive search, in-house talent acquisition, or similar at a global level.
• Proven experience recruiting and/or assessing senior executives, within life sciences or a related sector.
• Deep knowledge of the pharmaceutical sector, including product development processes, regulatory landscape and adjacent ecosystems.
• Strong business and financial acumen, stakeholder management, and communication skills.
• High degree of discretion, agility, and ability to manage ambiguity.
• Fluent in English; French is a very nice-to-have, additional languages a plus.

Disclaimer

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position.