Talent Manager Jobs in Iowa (NOW HIRING)

OneroRx is hiring a Talent Acquisition Partner in our West Des Moines Home Office to source, vet, and place candidates across our eight-state Midwest footprint. This is a high-ownership, full-cycle recruiting role: you'll own every hire from first outreach through start date, partner directly with hiring managers in the field, and build a healthy bench of passive talent across the region.

The role reports to the Director of Human Resources and operates with a high degree of autonomy. Success looks like a steady, predictable flow of qualified hires, a strong candidate experience, and a deep, well-maintained pipeline of pharmacy and healthcare talent across the Midwest.

Key Responsibilities:

• Active sourcing and headhunting. Identify and engage candidates through direct outreach, LinkedIn sourcing, professional networks, alumni groups, licensing boards, and cold outreach. Build and maintain a passive candidate pipeline across the eight-state region.
• Full-cycle recruiting. Own the candidate lifecycle end to end — initial contact, screening, submission to hiring managers, interview coordination, reference checks, offer facilitation, and start-date confirmation.
• Hiring manager partnership. Partner with leadership and store management to understand role requirements, coverage gaps, and location-specific hiring needs. Provide regular pipeline updates and market intelligence.
• Candidate experience. Serve as the primary point of contact for candidates throughout the process. Maintain consistent, professional, and timely communication that reflects well on OneroRx as an employer of choice.
• ATS hygiene and reporting. Maintain accurate, timely records of all candidate activity in the applicant tracking system. Document sourcing channels, contact history, and disposition for every candidate.
• Market intelligence. Track compensation trends, competitor activity, and licensure considerations across the region. Surface insights that inform hiring strategy and compensation decisions.
• Collegiate relationships. Maintain and support the expansion of relationships between OneroRx and colleges and universities throughout the United States.
• Process improvement. Identify bottlenecks in the recruiting process and recommend changes. Help shape interview rubrics, screening criteria, and candidate scorecards as the function matures.
• Cross-functional recruiting. Support the organization's broader recruiting needs by occasionally sourcing for non-pharmacist roles as required.
• Other duties as assigned.

Required Qualifications

• Experience. 3–5 years of full-cycle recruiting experience, with a demonstrated track record of independently sourcing and placing candidates in a corporate, agency, or RPO environment.
• Sourcing proficiency. Hands-on expertise with Indeed, Boolean search, ATS systems, and direct outreach methodologies. Comfortable making cold calls and initiating contact with passive candidates.
• Communication. Excellent written and verbal communication skills. Able to represent OneroRx professionally to senior candidates and hiring stakeholders.
• Self-direction. Demonstrated ability to manage a desk independently, prioritize across competing requisitions, and operate without close day-to-day supervision.
• Documentation discipline. Strong ATS and pipeline hygiene; consistent record-keeping habits; comfortable with metrics-driven accountability.
• Education. Bachelor's degree, or equivalent professional experience.

Preferred Qualifications

Healthcare or pharmacy recruiting experience preferred. Prior experience recruiting pharmacists, pharmacy technicians, clinicians, or other licensed healthcare professionals will be a meaningful advantage. Familiarity with state pharmacy licensure, PTCB / NHA certification, residency and fellowship pathways, and the realities of retail vs. clinical pharmacy operations will help you ramp faster and speak credibly with candidates from day one.

• Healthcare recruiting background. Experience recruiting for pharmacists, pharmacy technicians, nursing, allied health, or other licensed clinical roles.
• Pharmacy domain knowledge. Working understanding of pharmacy operations, licensing requirements by state, and the differences between retail, clinical, hospital, and float environments.
• Multi-state recruiting. Experience recruiting across multiple states, including familiarity with regional labor market dynamics and varying licensure timelines.
• In-house corporate recruiting. Experience as an embedded corporate recruiter (vs. agency-only), with comfort partnering directly with operational leaders.
• Regional familiarity. An existing network or working knowledge of the Midwest pharmacy labor market is a plus.