Talent Acquisition Business Partner

Job Scope

The Talent Acquisition Business Partner is responsible for leading full-cycle recruiting efforts while serving as a strategic partner to leaders across the organization. This role plays a critical part in shaping workforce decisions, advising on role design, and ensuring hiring strategies align with organizational priorities and operational needs.
Beyond managing the recruitment process, the Talent Acquisition Business Partner drives consistency, accountability, and quality in hiring practices, helping leaders make informed and effective talent decisions. This role is instrumental in building sustainable talent pipelines,
strengthening the candidate experience, and supporting the organization’s ability to attract and
retain high-quality, mission-aligned talent. Operating in both strategic and hands-on capacities, this role ensures that hiring efforts are
efficient, intentional, and aligned with the organization’s long-term goals.

Essential Functions

The work environment characteristics, responsibilities, and competencies described here are representative of those an employee encounters and are required to perform while meeting the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

I. Responsibilities

A. Talent Acquisition Strategy & Workforce Planning

Partner with leaders to understand workforce needs and align hiring plans with

organizational priorities

Lead intake discussions to clarify role requirements, scope, and expectations
Provide guidance on role design, job structure, and hiring approach
Identify opportunities to streamline hiring practices across programs

B. Full-Cycle Recruiting

Manage the end-to-end recruitment process, including sourcing, screening, interviewing,

and offer coordination

Develop and maintain candidate pipelines for critical roles
Ensure timely and consistent communication with candidates and hiring managers
Support hiring leaders in making informed and effective hiring decisions
Lead the development and management of the organization’s non-clinical internship

program, including sourcing, selection, and program coordination, to build a sustainable
pipeline of early-career talent

C. Candidate Experience & Employer Brand

Ensure a professional, responsive, and mission-aligned candidate experience
Represent the organization at career fairs, networking events, and community outreach

efforts

Support development of recruiting content for external and internal platforms (e.g.,

LinkedIn, internal communications)

Strengthen employer brand to attract diverse and qualified candidates

D. Pre-Boarding & Hiring Coordination

Oversee the pre-boarding process from offer acceptance through Day 1 readiness
Coordinate background checks, offer documentation, and start date logistics
Partner with HR Operations to ensure a smooth transition into onboarding and new hire

experience

Maintain clear communication and handoff processes between Talent Acquisition and HR

Operations

E. Hiring Process Standardization & Improvement

Support the development and use of consistent interview guides and hiring practices
Ensure proper use of the Applicant Tracking System (ATS) and recruiting workflows
Identify and implement improvements to increase efficiency and consistency in hiring
Track and report on recruiting metrics (time-to-fill, candidate flow, etc.)

F. Collaboration & Cross-Functional Partnership

Partner closely with HR Business Partners and HR Operations to align hiring with

organizational needs

Support initiatives that improve workforce stability, retention, and overall employee

experience

Participate in HR projects and initiatives as needed

G. Other Duties

Perform other duties as assigned to support the needs of the organization, recognizing

that responsibilities may evolve as the organization grows and operational needs
change

II. General Competencies

Strategic thinking and problem-solving
Strong communication and relationship-building skills
Ability to influence and guide hiring managers
Organization and attention to detail
Adaptability in a dynamic, multi-program environment
Sound judgment and decision-making

III. Measures of Success

Improved consistency in HR practices and decision-making across assigned areas
Increased effectiveness and confidence of leaders in managing people-related matters
Timely and well-supported resolution of employee and organizational issues
Strong partnership with leaders and internal stakeholders
Clear documentation and adherence to established processes and guidelines

IV. Education and Experience

Bachelor’s degree in Human Resources, Business Administration, or a related field

required; equivalent professional experience will be considered

Minimum of 3–5 years of progressive experience in talent acquisition or recruiting,

preferably in a complex or multi-program environment

Experience managing full-cycle recruiting processes, including sourcing, screening,

interviewing, and offer coordination

Demonstrated ability to partner with hiring managers and provide guidance on hiring

decisions, role design, and workforce needs

Experience using an Applicant Tracking System (ATS) and managing recruiting

workflows

Experience supporting or managing internship, early career, or pipeline programs

preferred

Experience in healthcare, behavioral health, nonprofit, or mission-driven

organizations preferred

V. Work Environment

This job operates in a professional office environment. This role routinely involves

standard office equipment such as computers, phones, copiers, filing cabinets, and
fax machines.

VI. Physical Demands

The physical demands described here are representative of those that must be met by

an employee to successfully perform the essential functions of the job.

While performing the duties of this job, the employee is regularly required to talk or hear,

use eyes to see, and scan the environment.

The employee frequently is required to stand; walk; use hands to finger, handle or feel;

and reach with hands and arms; bend or stoop as necessary.

The employee is occasionally required to carry, move, or transport employee files,

records or other objects weighing as much as 25 lbs.

VII. Travel

The employee is required to travel by automobile to and from Elk Grove Village,

Schaumburg, Hoffman Estates, Arlington Heights, and Mount Prospect office locations as
much as several times monthly as well as occasional meetings/trainings in and around
the Chicagoland area.

While conducting external KYC business or traveling between sites, the employee may

be exposed to fumes or airborne particles as well as changing weather and road
conditions.

IX. Schedule/Time Keeping/Time-Off

Full Time – Exempt, 37.5 - hour work week

Open roles (1)