Senior Talent Acquisition Partner

Job Description

Job Description

Senior Talent Acquisition Partner Aspira | Human Resources About Aspira

For more than 40 years, Aspira has been the market-leading provider of software and services that help public agencies protect natural and cultural resources while making them accessible for all. Our platform supports everything from campground reservations to hunting licenses, helping millions of people discover, enjoy, and care for the outdoors.

We share our client partners' mission: to steward resources for future generations, create opportunities for genuine enjoyment of the outdoors today, and expand access so more people can experience its benefits.

Aspira is transforming its technology and service model to give agencies more capacity and insight—streamlined tools, smarter automation, and better connections with their communities. Our goal is simple: make it easier for our clients to conserve what matters most and for their customers to enjoy it to the fullest.

FYI

Applicants must be legally authorized to work in the United States. Aspira is unable to sponsor or take over sponsorship of employment visas, now or in the future.

As part of our hiring process, candidates may be required to complete an identity verification check conducted through Checkr, a secure third-party service provider. This step helps confirm the authenticity of applicant identities and supports a fair, secure hiring process for all candidates.

By submitting your application, you acknowledge that you have read and understood this notice and consent to the potential inclusion of an identity verification step as part of the interview process.

The Ideal Candidate

The Senior Talent Acquisition Partner is responsible for driving full-cycle recruitment efforts across a broad range of technical and business functions, with a primary focus on attracting and hiring top technology talent. This role serves as a strategic talent advisor to hiring managers and business leaders, partnering closely with stakeholders to develop effective hiring strategies, build diverse talent pipelines, and deliver exceptional candidate experiences.

The ideal candidate combines strong sourcing expertise, consultative partnership skills, data-driven decision-making, a bias for action, and a passion for identifying and engaging high-caliber talent in competitive markets.

Key Responsibilities Strategic Talent Acquisition

• Partner with business leaders and hiring managers to understand workforce needs and develop proactive recruiting strategies aligned with organizational goals.
• Serve as a trusted advisor throughout the hiring process, providing market intelligence, talent insights, and recommendations on hiring decisions.
• Develop recruiting plans that support business growth, organizational changes, and evolving talent needs.

Full-Cycle Technical Recruitment

• Lead end-to-end recruitment for technical and business-critical positions, including Software Engineering, Product Management, Data & Analytics, IT, Infrastructure, Cybersecurity, and other corporate functions.
• Manage all aspects of the recruitment lifecycle, including sourcing, screening, interviewing, offer negotiation, and onboarding support.
• Drive efficient and high-quality hiring processes while maintaining a strong focus on candidate experience.

Talent Sourcing & Pipeline Development

• Build and maintain robust talent pipelines through direct sourcing, networking, referrals, professional organizations, social media, and industry events.
• Utilize advanced sourcing techniques to identify passive candidates for specialized and hard-to-fill positions.
• Develop diverse candidate pools and support inclusive hiring practices across all recruiting efforts.

Stakeholder & Candidate Experience

• Coordinate and facilitate interviews, candidate communications, travel arrangements, and feedback collection.
• Ensure a positive and professional experience for candidates and hiring teams throughout the recruitment process.
• Build strong relationships with hiring managers to drive alignment, transparency, and accountability.

Recruiting Operations & Analytics

• Utilize Applicant Tracking Systems (ATS), recruiting technologies, and talent acquisition platforms to manage requisitions, candidate pipelines, and reporting.
• Track and analyze recruiting metrics including time-to-fill, source effectiveness, pipeline health, and hiring outcomes.
• Leverage data and market trends to continuously improve recruiting effectiveness and decision-making.

Compliance & Talent Programs

• Ensure compliance with federal, state, and local employment laws and company hiring policies.
• Support immigration sponsorship processes, background screening, and employment eligibility requirements as applicable.
• Maintain accurate recruiting records and documentation.

Employer Branding & Onboarding

• Contribute to employer branding initiatives that enhance the company's reputation as an employer of choice.
• Partner with HR and business leaders to support onboarding and new hire integration efforts.
• Participate in 30-, 60-, and 90-day check-ins to support employee engagement and retention.

Qualifications

• Strong consultative and relationship-building skills with the ability to influence stakeholders at all levels.
• Exceptional sourcing and talent identification capabilities.
• Ability to manage multiple requisitions and priorities in a fast-paced environment.
• Strong analytical skills with the ability to interpret recruiting metrics and market data.
• Excellent verbal and written communication skills.
• High level of professionalism, discretion, and customer service orientation.
• Advanced experience utilizing Applicant Tracking Systems and sourcing tools.
• Proficiency with LinkedIn Recruiter and modern talent acquisition technologies.
• Intermediate to advanced Microsoft Office skills, particularly Excel and PowerPoint.
• Experience working within HRIS platforms such as ADP Workforce Now or similar systems.

Desired Education and Experience

• Bachelor's degree in Human Resources, Business Administration, or related field
• 8+ years of full-cycle recruitment experience, including significant experience recruiting for technical and technology focused positions
• Proven success recruiting for software engineering, product, IT, data, cybersecurity, and other specialized roles.