Job Summary: The Partner is a strategic role responsible for driving the recruitment process by partnering closely with business leaders and HR teams to attract, hire, and retain top talent. This role involves understanding the specific needs of the business units, advising on best practices in talent acquisition, and managing the end-to-end recruitment process. The Talent Acquisition Partner plays a crucial role in ensuring that the organization's talent needs are met in alignment with its strategic goals.

Key Responsibilities:

1. Strategic Partnership:

   • Collaborate with business leaders and HR teams to understand staffing needs and develop recruitment strategies that align with business objectives.
   • Act as a trusted advisor to hiring managers, providing expertise and guidance on recruitment best practices, market trends, and talent acquisition strategies.
   • Build and maintain strong relationships with internal stakeholders to ensure alignment and effective communication throughout the hiring process.

2. End-to-End Recruitment:

   • Manage the full recruitment lifecycle, including sourcing, screening, interviewing, and onboarding of candidates.
   • Develop and execute sourcing strategies to attract a diverse pool of qualified candidates using various channels, including job boards, social media, networking events, and employee referrals.
   • Conduct in-depth interviews to assess candidates' qualifications, experience, and cultural fit.

3. Candidate Experience:

   • Ensure a positive and seamless candidate experience throughout the recruitment process by maintaining clear and consistent communication.
   • Provide candidates with detailed information about the company, the role, and the recruitment process.
   • Manage the offer process, including salary negotiation and closing candidates, ensuring a smooth transition from candidate to employee.

4. Employer Branding:

   • Work closely with the HR and marketing teams to promote the company's employer brand and attract top talent.
   • Represent the company at job fairs, networking events, and industry conferences to build the company's reputation as an employer of choice.
   • Create and share content that highlights the company's culture, values, and employee experiences on various platforms.

5. Diversity, Equity, and Inclusion (DEI):

   • Develop and implement recruitment strategies that support the company's DEI goals.
   • Ensure that recruitment practices are inclusive and attract a diverse pool of candidates.
   • Track and report on diversity metrics and make recommendations for improvement.

6. Data and Analytics:

   • Track and analyze key recruitment metrics, such as time-to-fill, cost-per-hire, and quality of hire, to assess the effectiveness of recruitment strategies.
   • Prepare reports and presentations on recruitment activity and outcomes for HR leadership and business stakeholders.
   • Use data-driven insights to continuously improve the recruitment process and make informed hiring decisions.

7. Compliance and Reporting:

   • Ensure compliance with all federal, state, and local employment laws and regulations throughout the recruitment process.
   • Maintain accurate and up-to-date records of candidate interactions and recruitment activities in the applicant tracking system (ATS).
   • Assist in the preparation of required compliance reports, such as EEO-1 and other regulatory filings.

8. Continuous Improvement:

   • Identify opportunities for process improvements within the recruitment function and implement best practices to enhance efficiency and effectiveness.
   • Stay informed about industry trends, recruitment tools, and best practices to ensure the company remains competitive in attracting top talent.
   • Participate in HR projects and initiatives as needed, contributing to the overall success of the HR department.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 5+ years of experience in talent acquisition, with a focus on partnering with business leaders to meet strategic hiring goals.
• Proven ability to develop and execute effective recruitment strategies.
• Strong understanding of recruitment best practices, employment law, and compliance requirements.
• Excellent communication, interpersonal, and relationship-building skills.
• Proficiency in using applicant tracking systems (ATS) and other HR technology platforms.
• Ability to manage multiple priorities and work effectively in a fast-paced environment.