Talent Acquisition Partner

Job Description

Job Description

Job Title : Talent Acquisition Partner

Job Description: 

The Talent Acquisition Partner will support the development of our talent acquisition strategy to attract top-tier talent for the organization. This role will manage end-to-end recruitment processes, oversee relationships with external recruitment vendors and partners, and lead direct recruitment efforts for designated positions. Additionally, the Talent Acquisition Partner will lead efforts to optimize the operating system that supports recruitment initiatives, ensuring efficiency and effectiveness in sourcing, evaluating, and hiring candidates.

In this role you will:

1. Develop and Lead Talent Acquisition Strategy:

• Collaborate with leadership, Human Resources and hiring managers to understand workforce needs and align recruitment strategies with organizational goals. 
• Design and implement comprehensive talent acquisition plans to attract a diverse and highly qualified candidate pool.
• Continuously assess and refine talent acquisition strategies to ensure alignment with changing business requirements and industry trends.

1. Manage Recruitment Vendors and Partners: 

• Identify, manage, and build strong relationships with external recruitment vendors, staffing agencies, and other third-party partners.
• Negotiate contracts and service level agreements (SLAs) to ensure vendor performance meets or exceeds expectations.
• Regularly evaluate vendor effectiveness and implement improvements to enhance recruitment processes.

1. Direct Recruitment for Designated Positions:

• Lead the full-cycle recruitment process for designated roles, including sourcing, interviewing, and presenting qualified candidates to hiring managers.
• Develop and execute proactive sourcing strategies to attract passive talent, using a variety of channels including job boards, social media, networking, and employee referrals.
• Partner with hiring managers to create job profiles, define role requirements, and build interview frameworks.
• Provide coaching and support to hiring managers throughout the interview and selection process, ensuring compliance with best practices and legal requirements.

1. Manage Recruitment Operating System:

• Manage and optimize the recruitment operating system, ensuring it maximizes the efficient and effective acquisition of talent.
• Continuously improve recruitment processes, leveraging technology and data to streamline and enhance the candidate experience.
• Ensure consistent data tracking and reporting on key recruitment metrics, such as time-to-fill, cost-per-hire, and candidate quality, to inform decision-making.
• Regularly analyze recruitment performance and adjust strategies as needed to meet hiring goals and improve overall efficiency.

1. Employer Branding and Candidate Experience:

• Support the development of the company’s employer brand to enhance its visibility and appeal to potential candidates.
• Champion a positive and seamless candidate experience from initial contact through to onboarding, ensuring clear communication and feedback throughout the process.

• Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent work experience).
• 5+ years of experience in talent acquisition, including direct recruitment for exempt-level positions.
• Proven experience managing recruitment vendors and external partnerships.
• Strong knowledge of recruitment best practices, tools, and technologies.
• Experience working with Applicant Tracking Systems (ATS) and HRIS.
• Excellent communication, negotiation, and interpersonal skills.
• Strong analytical skills with the ability to leverage data to drive decision-making.
• Ability to work in a fast-paced, dynamic environment with a focus on results and continuous improvement.
• Familiarity with employment laws and regulations related to hiring practices.

Skills:

• Talent acquisition strategy development and workforce planning.
• Full-cycle recruiting and passive candidate sourcing.
• Candidate assessment and structured interview design.
• Hiring manager consultation and stakeholder partnership.
• Recruitment vendor governance and performance management.
• Recruitment process optimization and workflow design.
• Recruitment metrics, reporting, and performance analysis.
• Employer branding and talent market positioning.
• Candidate experience management.
• Change agility, prioritization, and execution.