Position Summary

The Senior Talent Acquisition Business Partner is a strategic recruiting leader responsible for strengthening NSD’s talent acquisition strategy, processes, and candidate experience. This role serves as a trusted partner to managers and senior leaders by proactively identifying talent needs, developing practical recruiting strategies, and positioning the organization to attract and hire high-quality talent.

This position oversees one Talent Acquisition team member responsible for Call Center recruiting and provides direction, coaching, prioritization, and support to ensure consistent recruiting practices and results across the function.

The Senior Talent Acquisition Partner personally leads recruiting for specialized and higher-level positions, including management, professional, operational, and IT roles, while partnering with leaders throughout the organization on workforce planning and future talent needs.

The ideal candidate is data-driven, proactive, consultative, and strategic, with a strong understanding of modern recruiting practices and a commitment to continuously improving how the organization attracts, engages, and hires talent.

Key Responsibilities

Talent Acquisition Strategy & Leadership

Develop, implement, and improve NSD’s talent acquisition strategy.
Set recruiting expectations, standards, and process discipline across the function.
Partner proactively with leaders to anticipate hiring needs and workforce gaps.
Advise leaders on market conditions, talent availability, recruiting data, and strategy.
Identify recruiting challenges early and drive practical solutions.
Oversee, coach, and hold accountable the Talent Acquisition team member supporting Call Center hiring.
Serve as the escalation point for complex recruiting needs.

Recruiting & Talent Sourcing

Lead full-cycle recruiting for management, professional, IT, and specialized roles.
Build targeted sourcing strategies for hard-to-fill and higher-level positions.
Partner with hiring managers to define clear job profiles and candidate requirements.
Develop and maintain talent pipelines for future needs.
Leverage recruiting platforms, professional networks, referrals, and emerging sourcing channels.
Evaluate source effectiveness and recommend where to invest recruiting time and resources.
Ensure consistent, professional, and engaging candidate experience.

Recruiting Reporting & Analytics

Develop and maintain meaningful Talent Acquisition reporting and dashboards.
Analyze recruiting metrics and trends to identify opportunities, risks, and process gaps.
Monitor key metrics, including time-to-fill, time-to-start, source effectiveness, interview ratios, offer acceptance, quality of hire, recruiting volume, requisition aging, and pipeline activity.
Translate data into actionable recommendations for HR and business leaders.
Communicate recruiting trends, challenges, and opportunities to leadership.
Use data to evaluate strategy effectiveness and adjust recruiting priorities.

Hiring Manager & Leadership Partnership

Build strong partnerships with managers and senior leaders.
Act as a recruiting consultant and subject-matter expert.
Meet regularly with leaders to understand upcoming hiring needs, organizational changes, and talent challenges.
Set realistic expectations around candidate availability, compensation, timing, and recruiting strategy.
Hold hiring managers accountable to agreed-upon timelines and processes.
Provide market and recruiting insights that support informed hiring decisions.
Anticipate future hiring needs and develop pipelines before roles become urgent.

Employer Branding & Candidate Attraction

Evaluate and strengthen how NSD is represented to prospective employees.
Partner with HR and internal stakeholders to improve employment brand and candidate messaging.
Improve job postings to clearly communicate the opportunity, culture, growth, and employee value proposition.
Increase NSD’s visibility and reputation across recruiting platforms.
Optimize the use of Indeed, Glassdoor, LinkedIn, and other talent platforms.
Monitor candidate feedback and market perception to improve the candidate experience.
Recommend recruiting technologies, partnerships, and strategies that improve talent attraction.

Process Improvement

Review the recruiting process from requisition through onboarding.
Identify bottlenecks, duplication, unnecessary steps, and automation opportunities.
Establish consistent recruiting workflows while allowing flexibility for unique hiring needs.
Partner with HR and business leaders to improve interview, selection, offer, and onboarding processes.
Evaluate recruiting tools to improve efficiency and reporting.
Stay current on talent acquisition trends, sourcing strategies, labor market practices, and recruiting technology.

QualificationsRequired Qualifications

Bachelor’s degree in Human Resources, Business, or related field preferred.
5+ years of progressive Talent Acquisition/recruiting experience, including management, operational, or IT recruiting.
Experience developing and improving recruiting strategies, processes, and reporting.
Strong ability to interpret recruiting data and translate insights into action.
Proven ability to partner with managers, directors, and senior leaders.
Experience with Indeed, Glassdoor, LinkedIn, applicant tracking systems, and other recruiting platforms.
Experience sourcing passive candidates and building talent pipelines.
Strong full-cycle recruiting knowledge.
Excellent communication, relationship-building, organizational, and project-management skills.
Ability to manage competing priorities in a fast-paced environment.
Demonstrated ability to identify problems, develop solutions, and drive improvements independently.

Preferred Qualifications

Experience leading or supervising a recruiter or Talent Acquisition professional.
Experience recruiting IT, operational, management, or specialized positions.
Experience with employer branding and candidate attraction strategies.
Experience implementing or optimizing an Applicant Tracking System.
Experience developing recruiting dashboards and executive-level reporting.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

Leadership Expectations

The Senior Talent Acquisition Partner is expected to

Think proactively and use data to guide recruiting decisions.
Build strong partnerships with business leaders.
Challenge existing processes and identify better ways to recruit.
Anticipate talent needs before they become vacancies.
Develop strong talent pipelines and create accountability throughout the recruiting process.
Coach and develop the Talent Acquisition team member.
Represent NSD professionally and consistently in the talent marketplace.
Continuously raise the bar on recruiting strategy, execution, and candidate experience.

Success in This Role

Success in this position will be measured by the individual’s ability to move NSD’s Talent Acquisition function from a primarily requisition-driven recruiting model to a more proactive, strategic, and data-informed talent acquisition approach.

Within the first year, the successful candidate should demonstrate measurable improvement in recruiting process discipline, reporting, sourcing effectiveness, hiring-manager partnership, candidate attraction, talent pipelines, and overall recruiting outcomes.
Core Focus: Improve the strategy. Strengthen the process. Build the pipeline. Raise the bar.

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