Talent Acquisition Partner

A. JOB SUMMARY

• The Talent Acquisition Partner is responsible for leading
• the full cycle recruiting process, from supporting workforce planning and
• talent sourcing through onboarding. This role develops and executes sourcing
• and employer branding strategies, conducts behavioral/situational interviews, trains
• hiring managers on best practices, and ensures a positive candidate experience.
• Serving as a consultative partner to hiring managers by providing insights and
• guidance to support effective decisions, the Talent Acquisition Partner guides
• compensation recommendations, leads negotiations, and ensures seamless
• integration of new hires into the organization.

B. ESSENTIAL DUTIES /

RESPONSIBILITIES

• Owns full cycle talent acquisition process: requisition intake, sourcing, interviewing, selection, offer negotiation, and pre-employment/initial onboarding.
• Develops and implements proactive sourcing strategies, including employer branding initiatives, social media, networking, and partnerships to attract diverse talent.
• Builds and maintains a talent pipeline for critical and hard-to-fill roles.
• Trains hiring managers in effective interviewing, selection techniques, and structured evaluation methods to ensure fairness and consistency.
• Acts as a consultant to hiring managers, challenging assumptions, advising on candidate profiles, and influencing hiring decisions with data and insights.
• Align compensation offers with internal equity, external competitiveness, and organizational structure.
• Guides offer development and negotiations, ensuring compliance and a positive candidate experience.
• Manages pre-employment processes, including background checks, references, medical screenings (as applicable), data entry (including automation improvement identification) and coordination of start dates.
• Designs and delivers an engaging onboarding experience, ensuring smooth transition for new hires.
• Monitors and reports on key recruitment metrics (quality of hire, status updates, candidate assessment outcomes, candidate satisfaction) and identifies continuous improvement opportunities.
• Collaborates with HR Business Partners and business leaders to align workforce planning with organizational goals.
• Represents the company externally at job fairs, career events, and through social channels to enhance employer brand visibility.
• Maintain and update the ATS, ensuring accurate and up-to-date candidate information.