Talent Acquisition Partner

Overview The Talent Acquisition Partner is a market-embedded, full-cycle hiring strategistresponsible for leading talent acquisition efforts in their assigned market. This role is a true business partnershipfocused on modernizing hiring practices, influencing adoption of new processes, and delivering a high-touch, white-glove recruitment experience to both hiring leaders and candidates. Serving as the face of Talent Acquisition in-market, this person will drive execution, influence store leadership, and elevate hiring outcomes through consistent process adoption, proactive sourcing, talent pipeline strategies, data-backed decision making, and ongoing partnership. This role requires strong change management capability, problem solving, and the confidence to hold stakeholders accountable to best practices in a rapidly evolving TA function. Responsibilities Serve as the dedicated TA partner for a defined market/region, with varying business needs, adoption levels, and hiring maturity. This is a high-volume role. Individual contributor role that performs self-driven, able to create complex market hiring strategies Lead process adoption and change management by building relationships with Market leadership and act as a strategic advisor. Influence hiring behavior through data discussions, talent insights, and performance metrics that guide how and who we hire Own the end-to-end hiring process from intake to pre-boarding handoff to HR Shared Services. Deliver a consistently high-standard candidate experience reflective of our employer brand Build and maintain pipelines for high-impact roles; reduce reliance on inbound applicants. Leverage multi-channel sourcing with passive talent, referrals, community partnerships, events, local schools/trade programs, etc Provide bi-weekly and monthly business reviews with store and district leaders to align hiring strategy with operational goals. Review market hiring metrics, funnel performance, and aging roles to consult store leaders on action plans and bottlenecks Meet or exceed department Key Performance Indicators like but not limited to; time to fill, applicant cycle time, funnel metrics, requisition fill rates, etc Qualifications 5+ years of experiencein full-cycle high volume recruiting. Ability to manage 50+ requisitions at a time through strong time management and recruitment skills Travel required up to 50% of the time Hybrid work schedule: 4 days in office, 1 day work from home Advanced sourcing: Boolean, talent mapping, passive outreach, competitive market research, etc Strength in building pipelines through colleges, technical schools and military installations Experience supporting multiple markets or 20+ locations across a multi-location organization strongly preferred Strong relationship management skills with demonstrated success driving hiring process change, influencing leaders, and creating adoption in environments with varying readiness. Must be able to leverage recruiting metrics and data trends to influence hiring strategy and stakeholder decisions Proficiency with ATS, CRM, sourcing platforms, pipeline tools, and reporting dashboards What We Offer Compensation: $95,000.00 - $105,000.00/year, depending on experience Full benefits package including medical, dental, vision, 401(k), and career development support Equal Opportunity Employer We are an Equal Opportunity Employer and do not discriminate based on race, color, religion, sex, national origin, age, disability, or any other protected status. Employment is contingent upon successfully completing all applicable pre-employment requirements in accordance with federal, state, and local law. #J-18808-Ljbffr Group1 Automotive, Inc.