Principal Talent Acquisition Partner

As a Senior Talent Acquisition Partner, you’ll play a pivotal role in shaping our workforce—turning top prospects into the outstanding employees who fuel our success. The Senior Talent Acquisition Partner leads and executes full-cycle recruiting efforts, serving as a trusted advisor to business leaders while leading a small team of recruiting professionals. Reporting to the Corporate Director of Human Resources, the Senior Talent Acquisition Partner will collaborate with business leaders on a regular basis to proactively identify future hiring needs and develop talent acquisition strategies. The Senior Talent Acquisition Partner is passionate about connecting people and developing relationships with a keen eye to how the right talent impacts business results. This role takes a proactive, consultative approach to our recruiting efforts while driving a positive candidate experience and strengthening our reputation as an employer of choice.Talent Strategy & InnovationDesign, implement, and continuously improve forward-thinking recruiting strategies informed by labor market insights, industry trends, and emerging technologies.Partner with Marketing and our Operating Companies to develop advertising strategies, videos, testimonials, and campaigns that strengthen our employer brand.Manage social media presence from a talent acquisition perspective (LinkedIn, Indeed, Glassdoor, etc.) and external partnerships to enhance visibility and reach of open roles.Full-Cycle Recruiting LeadershipOversee and guide the end-to-end recruiting process—including sourcing, screening, interviewing, selection, and offer management—ensuring a consistent, compliant, and exceptional candidate experience.Lead the candidate experience through our talent acquisition system (iCIMS), implementing system improvements, optimizing sourcing tools, and maintaining candidate pipelines.Partner with recruiters to establish consistent processes, standard work, and best practices across Operating Companies.Performs full-cycle recruiting for exempt positions, in alignment with business priorities.Analyzes both the recruitment process for efficiency gains and data to measure the effectiveness of recruiting sources; and works to ensure overall recruitment objectives are met.Team Leadership & DevelopmentManage at least one direct report and provide leadership to 1-3 indirect reports, offering coaching, mentorship, and professional development to strengthen recruiting expertise.Train, coach and team members to elevate overall talent acquisition capabilities and outcomes.Influence and coach business leaders on system processes, sourcing tools, and recruitment best practices.Oversee the internship program, providing structure, consistency, and alignment with long-term talent pipeline needs.Business Partnership & ConsultationBuild strong, consultative relationships with hiring managers and HR partners to understand workforce needs and provide data-driven guidance on selection practices.Partner with operating companies, schools, universities, and organizations to expand outreach and build sustainable pipelines.Relationship & Pipeline BuildingDevelop and maintain relationships with candidates, past employees, staffing agencies, and other external partners to ensure a steady pipeline of qualified talent.Lead sourcing strategy for exempt recruiting. Nurture existing candidates in iCIMS for future openings and manage an alumni reach-out program.Represent the organization at job fairs, open houses, and industry events to promote the employer brand and connect with talent.Compliance & Continuous ImprovementEnsure all recruiting activities comply with legal, regulatory, and organizational standards.Negotiate agreements with third-party vendors, ensuring effective service delivery and cost management.Participate in Operational Excellence initiatives, bringing a continuous improvement mindset to processes, systems, and candidate experience.Lead a smooth onboarding process for candidates as they transition to business units, ensuring consistency and a strong first impression.Bachelor’s degree in human resources, business or related field or equivalent work experienceMinimum of 10 years of strategic talent acquisition experience Business oriented and have an understanding how business strategies link to recruiting initiativesExperience with Applicant Tracking Systems (ATS); ICIMS is preferredStrong understanding and demonstrated proficiency in recruiting at all levels of the company from entry to senior manager levelsMust demonstrate aptitude with direct sourcing as well as building and maintaining a strong network for pipeline recruitingExperience establishing and maintaining relationships with individuals at all levels of the organization, in the business community and with vendorsExperience developing and implementing sourcing strategies, focused on the employee or manager experience Adept in both traditional and creative recruiting approaches with a proven track record in utilizing social media to network and identify talentExperience creating reports and dashboards; and the ability to analyze data to make recommendations and improvementsAbility to develop strong working relationships internally and externallyExcellent communication, influence, persuasion, and negotiation skillsExcellent organizational and time management skills, with the ability to work independently and manage multiple priorities simultaneouslyStrong service orientation with business-driven mindset, sense of urgency and continual drive for process improvementKnowledge of employment laws and regulations Microsoft Office proficiency (Outlook, Word, Excel, PowerPoint)Ability to work in a fast-paced team environmentAbility to travel as neededUSD $95,000.00 - USD $145,000.00 /Yr.

Created: 2025-10-13