Talent Acquisition Business Partner

Talent Acquisition Business Partner Job Scope The Talent Acquisition Business Partner is responsible for leading full-cycle recruiting efforts while serving as a strategic partner to leaders across the organization. This role plays a critical part in shaping workforce decisions, advising on role design, and ensuring hiring strategies align with organizational priorities and operational needs. Beyond managing the recruitment process, the Talent Acquisition Business Partner drives consistency, accountability, and quality in hiring practices, helping leaders make informed and effective talent decisions. This role is instrumental in building sustainable talent pipelines, strengthening the candidate experience, and supporting the organization’s ability to attract and retain high-quality, mission-aligned talent. Operating in both strategic and hands-on capacities, this role ensures that hiring efforts are efficient, intentional, and aligned with the organization’s long-term goals. Essential Functions The work environment characteristics, responsibilities, and competencies described here are representative of those an employee encounters and are required to perform while meeting the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. I. Responsibilities A. Talent Acquisition Strategy & Workforce Planning Partner with leaders to understand workforce needs and align hiring plans with organizational priorities Lead intake discussions to clarify role requirements, scope, and expectations Provide guidance on role design, job structure, and hiring approach Identify opportunities to streamline hiring practices across programs B. Full-Cycle Recruiting Manage the end-to-end recruitment process, including sourcing, screening, interviewing, and offer coordination Develop and maintain candidate pipelines for critical roles Ensure timely and consistent communication with candidates and hiring managers Support hiring leaders in making informed and effective hiring decisions Lead the development and management of the organization’s non-clinical internship program, including sourcing, selection, and program coordination, to build a sustainable pipeline of early-career talent C. Candidate Experience & Employer Brand Ensure a professional, responsive, and mission-aligned candidate experience Represent the organization at career fairs, networking events, and community outreach efforts Support development of recruiting content for external and internal platforms (e.g., LinkedIn, internal communications) Strengthen employer brand to attract diverse and qualified candidates D. Pre-Boarding & Hiring Coordination Oversee the pre-boarding process from offer acceptance through Day 1 readiness Coordinate background checks, offer documentation, and start date logistics Partner with HR Operations to ensure a smooth transition into onboarding and new hire experience Maintain clear communication and handoff processes between Talent Acquisition and HR Operations E. Hiring Process Standardization & Improvement Support the development and use of consistent interview guides and hiring practices Ensure proper use of the Applicant Tracking System (ATS) and recruiting workflows Identify and implement improvements to increase efficiency and consistency in hiring Track and report on recruiting metrics (time-to-fill, candidate flow, etc.) F. Collaboration & Cross-Functional Partnership Partner closely with HR Business Partners and HR Operations to align hiring with organizational needs Support initiatives that improve workforce stability, retention, and overall employee experience Participate in HR projects and initiatives as needed G. Other Duties Perform other duties as assigned to support the needs of the organization, recognizing that responsibilities may evolve as the organization grows and operational needs change II. General Competencies Strategic thinking and problem-solving Strong communication and relationship-building skills Ability to influence and guide hiring managers Organization and attention to detail Adaptability in a dynamic, multi-program environment Sound judgment and decision-making III. Measures of Success Improved consistency in HR practices and decision-making across assigned areas Increased effectiveness and confidence of leaders in managing people-related matters Timely and well-supported resolution of employee and organizational issues Strong partnership with leaders and internal stakeholders Clear documentation and adherence to established processes and guidelines IV. Education and Experience Bachelor’s degree in Human Resources, Business Administration, or a related field required; equivalent professional experience will be considered Minimum of 3–5 years of progressive experience in talent acquisition or recruiting, preferably in a complex or multi-program environment Experience managing full-cycle recruiting processes, including sourcing, screening, interviewing, and offer coordination Demonstrated ability to partner with hiring managers and provide guidance on hiring decisions, role design, and workforce needs Experience using an Applicant Tracking System (ATS) and managing recruiting workflows Experience supporting or managing internship, early career, or pipeline programs preferred Experience in healthcare, behavioral health, nonprofit, or mission-driven organizations preferred V. Work Environment This job operates in a professional office environment. This role routinely involves standard office equipment such as computers, phones, copiers, filing cabinets, and fax machines. VI. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. While performing the duties of this job, the employee is regularly required to talk or hear, use eyes to see, and scan the environment. The employee frequently is required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms; bend or stoop as necessary. The employee is occasionally required to carry, move, or transport employee files, records or other objects weighing as much as 25 lbs. VII. Travel The employee is required to travel by automobile to and from Elk Grove Village, Schaumburg, Hoffman Estates, Arlington Heights, and Mount Prospect office locations as much as several times monthly as well as occasional meetings/trainings in and around the Chicagoland area. While conducting external KYC business or traveling between sites, the employee may be exposed to fumes or airborne particles as well as changing weather and road conditions. IX. Schedule/Time Keeping/Time-Off Full Time – Exempt, 37.5 - hour work week #J-18808-Ljbffr Kenneth Young Center