Jack Nuse Email & Phone Number

As a wholly owned subsidiary of Takeda Pharmaceutical Company Limited, Takeda Pharmaceuticals U.S.A., Inc. (TPUSA) is among the top 15 pharmaceutical companies in the United States. TPUSA was founded in 1998 to accelerate Takeda's global expansion into the U.S. market. Takeda's U.S. clinical development activities are conducted via Takeda Development Center Americas, Inc., which has a robust pipeline of compounds in multiple therapeutic areas including metabolic and cardiovascular diseases, central nervous system, respiratory and immunology, oncology and general medicine.Striving toward better health is at the center of everything we do. Takeda is enjoying tremendous growth as an emerging global leader in the pharmaceutical industry, but remains ever mindful of our commitment to serve people worldwide by striving toward better health through leading innovation in medicine.The spirit of our commitment extends to our employees, partners and the larger community.Provide Talent Sourcing Team leadership and hands-on sourcing support in Oncology, Gastroenterology and Central Nervous System therapeutic areas.Created and or improved talent sourcing functions in the following companies: Covance, Eisai, Schering-Plough, Novartis, Johnson & Johnson and University of Pennsylvania Center for Cellular Immunotherapies.13 years global recruiting and sourcing experience across all functional areas in biotechnology, pharmaceutical, vaccines, medical device and diagnostics, healthcare, academic-industry partnerships, healthcare and contract research organization environments.

Provide value added outsourced recruiting services to a world-class client engaged in the manufacture, engineering design and technical services of light gauge steel framing products. Additional business sectors include choice-modeling and market research, pharmaceutical packaging, and a not-for-profit philanthropic foundation. Functional areas include finance/accounting, logistics, transportation, management, environmental health and safety, engineering, human resources, manufacturing production and market analysis.Utilizing a unique customer focused approach to recruiting built an exceptionally effective client partnership with hiring managers that resulted in uncommonly low resume to interview ratios and offer of employment acceptance performance that typically did not exceed 55 days regardless of position category or level.In the absence of an employer brand or Internet presence created a value proposition that defined the external perception of a desirable workplace that embodied every facet of the employee experience and management practices. Interview turn downs and declined offers of employment were reduced to less than 5%.

Provide value-added talent identification and acquisition support to The Translational Research Program; a global collaboration with Novartis to research, develop and commercialize targeted cancer therapies. Business segments include the Regulatory and Quality Assurance Program (Clinical), Process Development and Correlative Sciences and the Clinical Cell and Vaccine Production Facility.In order to enhance talent acquisition performance in an environment with no recruiting budget developed a comprehensive 10 channel candidate sourcing strategy comprised entirely of no-cost initiatives. Achieved remarkable outcomes in terms of resume production, telephone screens, in-person interviews, number of hires and recruiting partner satisfaction improving recruiting costs by 96% at a cost savings of $753k.From a “standing start” managed a diverse and highly specialized requisition workload achieving 11 placements in a 9 week period of time. Representative job titles include Senior Director-CVPF Operations, Quality Assurance Operations Manager, Biostatistician, Quality Systems Validation Specialist, Controlled Document Assistant, Cell Manufacturing Technician, Quality Systems Analyst and QC Specialist-Flow Cytometry.Provided exceptional talent identification support through the development and implementation of behavioral focused telephone interview scripts tailored to the specifics of the job and hiring manager candidate preferences. Achieved a 98.5% on-site interview recommendation acceptance rate earning the complete trust of my recruiting partners while adding value to a recruiting process unique among recruiters.

Provide top notch recruiting resource support and talent acquisition consulting services to corporate and third-party placement clients. Representative services and products include full-cycle recruiting, targeted industry research, candidate name generation and/or assessment, Internet recruiting support or training, employment website or branding analysis and enhancement and cutting-edge staffing strategy and process improvement solutions. Representative clients, on-going projects and accomplishments and talent identification projects include:Southern Cross Consults • CareerXRoads • Arthur Rose Associates • Vertical ScreenResourcefully identify and/or assess candidates in a variety of industries and job classifications on a project fee-for-service basis. This value-added business model enables clients to maximize recruiter time and account management efficiencies measured by significant improvements in customer satisfaction, repeat business and expanded new business development initiatives. Improvements in bottom-line income performance are remarkable.In a business services environment, provided full-cycle staffing support in the recruitment of software development, sales/marketing and information technology human assets. Created highly effective talent identification strategies and account management methodologies maximizing efficiencies in terms of number of hires, time-to-hire, customer satisfaction and cost-per-hire.Provided specialized consulting services to a leading nationally recognized staffing strategies consulting firm in the analysis and evaluation of the Internet careers pages of the 100 Best Companies to Work For ranked by Fortune Magazine. Focus areas included employment brand, page content and presentation, social networking, the candidate experience and unique functionality such as blogs, career talent networks, job seeker advice and connection opportunities (email or chat with recruiters/employees).

Provide value-added recruiting support for exempt level positions at all Samuel Adams breweries and corporate manufacturing locations. Representative positions include brewery management and supervision, project, mechanical, electrical and packaging engineering, maintenance management, quality assurance, environmental health and safety and cost accounting.Employed creative sourcing methodologies and techniques to identify top tier talent for exceptionally unique job classifications most of which are decidedly “difficult to fill”. Consequently, traditional recruiting performance metrics are not applicable with the exception of quality of hire.As a specialized internal talent identification resource support recruiter colleagues providing pre-screened and pre-qualified candidates for their “difficult to fill” positions.Partner with local HR Managers, Directors and Vice Presidents to develop innovative manufacturing recruiting strategies as well as process improvements.

Provide value-added recruiting support to clients within the Sales and Marketing (commercial, residential, government and corporate accounts, showroom management and sales leadership), Integrated Systems (project management and architectural drawings specialists) Information Technology (business analysts) and Engineering (director level product and systems development and low cost design and supply chain) organizations.Uniquely complex and rigorous candidate interview process that includes a personality profile, technical assessment, presentation skills, imagination assessment and situational role-play components in a day-long event does not lend itself to traditional recruiting performance metrics but rather has its sole focus on quality of hire. Identify, pre-screen/qualify and manage localized recruiting “blitz” events in one-week increments for sales representatives on a national basis that has become an extremely effective and easily replicated methodology.Identified, pre-screened and qualified 24 project management candidates for an invitation only recruiting event within a 4 day period of time resulting in a 75% second interview recruiting performance metric.Proactively utilizing a variety of sourcing channels that include Internet recruiting (ACIR certified), social networking, groups and associations, blogs and forums, job boards and searchable resume databases and downsizing companies established a reputation as the sought after candidate talent identification “go-to” person.

Provide value-added recruiting support to clients within the Global Operations (research, development and process engineers), Global Engineering (process systems, controls, design, mechanical, civil, aerodynamic and electrical engineers) and Technology (computational modeling analysts and engineers, instrument & equipment integrators and engineers, electronics & new initiatives analytical chemists and research scientists and Black Belt/Master Black Belt productivity engineers) business sectors.Contracted to recruit for 32 hard-to-fill positions that had been open an average of 176 days. Filled 28 requisitions achieving an average blended time-to-fill performance metric of 73 days while improving prior recruiting outcomes by 103 days or 59%. Completed the project one month ahead of schedule and was commended by the Manager, Central Staffing for my ability to recruit diversity candidates. In partnership with the Turbo Machinery Design and Manufacturing Group lead planned and executed a concentrated effort to recruit machinery, machinery design and aerodynamic engineers to meet cryomachinery new business staffing needs. Filled 11 positions within a 5 week period of time.Consulted with the head of Central Staffing on the development and use of recruiting metrics and Internet careers page enhancement. Mentored recruiters providing best practices guidance including proactive account management techniques and the use of a utilitarian recruiting process with an emphasis on time management that significantly improved recruiter effectiveness.

Provide talent identification services in the recruitment of engineering, regulatory affairs and sales human assets for this $700M global medical device company. Determine the most cost effective, creative and time efficient sourcing channel and methodology on a job specific basis with an emphasis on passive candidates. Significantly improved pre-screened/pre-qualified candidate identification performance by an average of 67%.

Provide value-added global (US, Europe and Asia Pacific) recruiting support to clients within the Corporate Center and Enterprise Services business sectors. Functional areas include Human Resources (compensation/benefits) and Communications (manager, media relations), Corporate Strategy and Development, Executive Leadership, Organization and Leadership Development, Enterprise Learning, Finance including Audit, Treasury, Risk Management and Tax, Information Technology and Legal Services. Managed a 20 to 35 requisition workload achieving an average of three offers per week in a full-cycle recruiting environment.Blended recruiting performance metrics across client business environments include direct sourcing 87% of candidates achieving an offer/acceptance rate of 6 per month with an average time-to-fill of 71 days. Cost avoidance performance based on positions historically filled by third parties over five pre-recession business quarters is in excess of $1.4 million. Introduced and utilized recruiting research as an adjunct sourcing channel to identify, contact and screen potential candidates for hard-to-fill positions. Significantly improved time-to-hire recruiting performance while reducing placement costs for targeted positions by 84%.

Provide value-added global (US and Europe) recruiting support to clients within the exploratory development/translational sciences business sector. Functional areas included Drug Discovery and Development and Medical Device. Managed a 30 to 40 requisition workload achieving an average of four offers per week in a full-cycle recruiting environment.Sourcing expert assigned to identify, locate, screen, rank and qualify candidates for hard-to-fill positions enabling recruiters to concentrate on account management issues significantly improving recruiting performance. Asked to create a centralized talent identification function supporting all recruiting activities in this business sector. Performed as sole recruiter/project lead in support of a vigorous growth strategy enabling the manufacture and sale of inhalation medical device products in the US. Developed and implemented sourcing strategies and provided recruiting support. Effectively liaised with my European business partners.

Provide value-added recruiting support to clients within the Pharmaceutical Research and Development business sector. Functional areas included Drug Discovery and Development and Drug Safety and Metabolism. Managed a 25 to 30 requisition workload achieving an average of three offers per week in a full-cycle recruiting environment.Created and managed a unique university relations initiative that clearly differentiated Schering-Plough as an employer of choice to recruit veterinary pathology candidates. Identified 31 target schools of veterinary medicine, developed focused branded recruitment advertising and on-campus presentations and established effective working relationships with department heads.

As “Best Practices” internal resource performed as a change agent, coach, educator and facilitator working with talent identification/acquisition and recruiting operations management and staff to resolve business issues and implement solutions in areas that included organizational effectiveness/development, process improvement and strategic planning. Coach 28 human assets aligned in functional business teams providing focus and problem solving impetus to enhance recruiting performance at all levels of the organization. Innovate and critique talent acquisition interventions and resource utilization. Achieved a 31% improvement in recruiting time management efficiency, reduced cost-of-sourcing expense by 72%, and increased market share of internal requisitions based on number-of-hires by 53%. Built an engaged high-performing team employing core competency training initiatives enabling recruiters to add value and contribute more directly to attracting and hiring top talent. Representative programs include account management, Internet recruiting, networking best practices, advanced candidate generation techniques, time management, process driven problem solving skills, performance based interviewing, and pre-employment testing. Created and managed a "benchmark quality" centralized candidate sourcing function with an emphasis on continuous improvement, advanced technology applications, proactive talent acquisition strategies and candidate management. Reduced first year staffing related expenses by $25.1 million. Representative performance metrics include resume-to-interview ratio 79%, agency hires 9%, employee referral 42%, Internet hires 37%, and market share of external hires 86%. Increased viable candidate resume production by 157%. Earned the Johnson & Johnson Recruiting Excellence award in recognition of this achievement.

Ma, Organizational Psychology

Ba, Psychology