Sr. Talent Acquisition Partner

Job Description

Job Description

Position Summary

The Senior Talent Acquisition Partner owns full-cycle recruiting for salaried Home Office positions (Finance, HR, Supply Chain, IT, and similar functions) as well as Branch Manager and Regional Director field roles. This person also serves as a resource and process partner to field leaders on hourly hiring, ensuring branch teams have the tools and support needed to staff effectively.

This is a hybrid recruiter/project role: approximately 50% of the position is hands-on, full-cycle recruiting and 50% is dedicated to recruiting-function projects — including integrating AI into salaried recruiting, building sophistication and business alignment into recruiting practices, streamlining hourly recruiting, modernizing job descriptions company-wide, assisting with the design of onboarding for key positions within NMG, and helping move Talent Acquisition to a proactive, best-in-class business partner.

Key Responsibilities

Salaried & Field Leadership Recruiting

• Manage full-cycle recruiting for salaried Home Office roles across functions such as Finance, HR, Supply Chain, and IT.
• Lead recruiting for Branch Manager and Regional Director positions, partnering closely with field operations leadership.
• Partner with hiring managers to define role requirements, build sourcing strategy, and design effective interview processes.
• Source, screen, and manage candidate pipelines; coordinate interviews and drive timely, high-quality hiring decisions.
• Manage offer development and negotiation in partnership with HROperations and Total Rewards.
• Ensure a strong, consistent candidate experience throughout the process.

Hourly Recruiting Support

• Serve as a recruiting resource and consultant to field/branch teams on hourly hiring.
• Provide tools, guidance, and training to branch teams to improve local hourly hiring outcomes.
• Identify and resolve staffing bottlenecks and recurring hourly hiring challenges.

Strategic Projects & Process Improvement (~50% of role)

• Lead or support integration of AI tools into the salaried recruiting process (sourcing, screening, scheduling, and candidate communication).
• Build greater sophistication and business alignment into recruiting processes and practices, connecting recruiting strategy to workforce planning and business needs.
• Streamline and modernize the hourly recruiting process to make it more efficient and scalable across locations.
• Update and modernize job descriptions across the organization.
• Partner with Training & Development and HR Opsto design onboarding programs for key positions within NMG.
• Proactively research and recommend best practices to shift Talent Acquisition to a best-in-class, proactive recruiting function.
• Present findings, process recommendations, and project updates to HR and business leadership.

Qualifications

Education & Experience

• Bachelor's degree in Human Resources, Business, or a related field, or equivalent professional experience.
• 3–5 years of full-cycle recruiting experience; experience recruiting for both salaried/professional roles and hourly/field positions strongly preferred.
• Experience recruiting multi-site or field leadership roles (e.g., Branch Manager, Regional Director, or similar) is a plus.
• Experience with ATS platforms and sourcing tools; familiarity with AI-enabled recruiting technology is a plus.

Skills & Competencies

• Strong project management skills, with the ability to balance hands-on recruiting alongside longer-term process improvement initiatives.
• Consultative, proactive mindset — comfortable identifying gaps and recommending improvements rather than waiting to be asked.
• Excellent stakeholder management; able to build credibility with senior business leaders and field managers alike.
• Strong written and verbal communication skills.
• Comfort working with data and technology to improve recruiting outcomes.

Work Environment

This role is hybrid with 2 days in office at Nexa Motion Group's Home Office in Walton Hills, OH. Rare travel may be necessary to branch and regional locations to support field leadership recruiting and hourly hiring initiatives.