Senior Talent Acquisition Partner

Job Description

Job Description

Primary Office Location: Remote, with travel to communities and business offices as needed.

POSITION SUMMARY:

The Senior Talent Acquisition Partner is a strategic, full-cycle recruiting professional responsible for delivering high-quality talent across Discovery Senior Living (DSL), with primary emphasis on Management Companies, regional, community leadership, and other critical positions. The role partners closely with Operations, Sales, Human Resources, and regional leaders to translate business priorities into practical recruiting strategies, build proactive talent pipelines, and deliver an efficient, consistent candidate and hiring-manager experience.

This position serves as a trusted advisor to business leaders and uses market intelligence, recruiting data, disciplined execution, and creative sourcing strategies to attract, assess, and hire talent aligned with DSL’s growth objectives, operational performance, culture, and commitment to resident experience.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

The following duties are representative of this position and are not intended to be all-inclusive. Other duties may be assigned.

Full-Cycle Recruiting and Selection:

• Full-cycle recruiting for assigned leadership and critical roles, including Executive Directors; Directors of Sales; Directors of Health and Wellness; regional and area leaders; and director-level positions in Operations, Culinary, Facilities, Memory Care, and related functions.

• Lead intake meetings to clarify position scope, success profiles, required qualifications, sourcing strategy, interview process, decision makers, and target timelines.

• Source, screen, and assess candidates for qualifications, work history, leadership capability, and alignment with DSL’s culture and business needs; present recommendations to hiring leaders and coordinate next steps.

• Facilitate structured interviews and assessments and coach hiring managers on effective interviewing, candidate evaluation, timely decision-making, and selection accountability.

• Partner with hiring leaders and Human Resources on selection decisions, offer strategy, approvals, negotiations, and pre-employment handoffs in accordance with internal guidelines.

• Maintain timely communication with candidates and hiring managers before and after interviews to ensure a responsive, high-quality experience.

Sourcing, Pipeline Development, and Employer Brand:

• Build and maintain diverse talent pipelines through direct sourcing, professional networks, referrals, job boards, databases, social media, industry partnerships, and community-based outreach.

• Develop relationships with colleges, universities, technical schools, professional associations, and other community partners to promote DSL career opportunities.

• Coordinate and participate in job fairs, networking events, and targeted recruiting campaigns as needed.

• Use LinkedIn, Indeed, Glassdoor, social media, and other digital channels effectively while representing the DSL employer brand consistently and professionally.

• Continuously evaluate sourcing channels and adjust strategy to improve candidate quality, pipeline diversity, speed, and return on recruiting investment.

Stakeholder Partnership and Influence:

• Serve as a trusted advisor to ManCo, regional, community, and functional leaders on recruiting strategy, market conditions, candidate quality, and hiring risk.

• Lead regular pipeline reviews, establish clear expectations, and align stakeholders on priorities, progress, challenges, decisions, and next steps.

• Develop strong business relationships with hiring managers and ensure alignment among Talent Acquisition, Human Resources, Operations, Sales, and other partners.

• Balance recruitment activity across multiple locations and concurrent openings while maintaining urgency, organization, and service quality.

Recruiting Operations, Technology, and Analytics:

• Maintain accurate, timely candidate and requisition activity in the applicant tracking system for assigned positions and markets.

• Manage or support assigned job-board accounts, posting activity, campaigns, and related billing processes in accordance with established procedures.

• Track and analyze time to fill, pipeline health, candidate source, offer acceptance, aging, and other performance indicators; use data to identify risks and improve outcomes.

• Provide accurate weekly reporting and actionable insights to leadership regarding open positions, candidate progress, market challenges, and recommended actions.

• Maintain compliance with recruiting processes, documentation standards, employment practices, and applicable laws throughout the selection process.

QUALIFICATIONS:

Education and Experience:

• Bachelor’s degree in Human Resources, Business, or a related field required; equivalent directly relevant experience may be considered.

• 7+ years of progressive full-cycle recruiting experience, including demonstrated success recruiting leadership-level and critical business roles.

• Experience supporting multi-site, geographically dispersed organizations preferred.

• Experience in senior living, healthcare, hospitality, or a related service industry preferred.

Knowledge, Skills, and Abilities:

• Advanced sourcing and talent-pipeline development skills, including proactive outreach for hard-to-fill roles.

• Strong consultative, relationship-building, influencing, negotiation, and stakeholder-management skills.

• Ability to organize and prioritize a high volume of recruitment activity across multiple locations and roles.

• Sound judgment and the ability to assess candidates, interpret market conditions, identify hiring risk, and recommend practical solutions.

• Strong written and verbal communication skills, including the ability to present recruiting insights and recommendations to leaders.

• Proficiency with applicant tracking systems, job boards, sourcing platforms, Microsoft Office, and recruiting analytics; ability to learn new applications quickly.

• Working knowledge of applicable employment laws, fair hiring practices, and confidential information handling.

ENVIRONMENTAL ADAPTABILITY:

Work is performed primarily indoors in a climate-controlled setting. This remote position requires travel to communities, business offices, recruiting events, and other locations as business needs dictate.

PHYSICAL REQUIREMENTS:

The physical demands described below are representative of those that must be met to perform the essential functions of this position. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. While performing the duties of this position, the Team Member is regularly required to communicate verbally and hear; frequently required to sit, use hands to handle or feel, and reach with hands and arms; and occasionally required to stand and walk. The Team Member must occasionally lift and/or move up to 25 pounds. Specific vision abilities include close vision, depth perception, and the ability to adjust focus.

EQUAL OPPORTUNITY EMPLOYER:

We are proud to be an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all team members. EOE D/V