POSITION SUMMARY: The Senior Talent Acquisition Specialist serves as the organization's lead subject matter expert, responsible for designing, managing, and continuously improving full-cycle recruitment and selection activities in support of TWIA/TFPA's workforce strategy, culture, and business objectives. Working in partnership with hiring managers and People Team Business Partners, this position leads intake and talent strategy meetings, develops recruitment and sourcing strategies, facilitates structured and competency-based selection processes, guides hiring decisions, and ensures compliance with established recruitment standards and service level expectations.

Position Duties and Responsibilities: The following are the usual, basic and essential functions of the position. However, this job description does not preclude the performance of other duties by the incumbent. These functions are not to be construed as an exhaustive list of all responsibilities, duties, and skills required:

Lead Intake and Talent Strategy Meetings with hiring managers and People Team Business Partners to define workforce needs, hiring objectives, position requirements, success profiles, recruitment strategies, timelines, and selection plans.
Serve as the primary talent acquisition business partner to hiring managers by providing guidance on labor market conditions, sourcing strategies, interview design, selection methodology, compensation considerations, and hiring best practices.
Manage full-cycle recruitment activities for assigned positions, including sourcing, advertising, screening, interviewing, candidate assessment, selection, offer negotiation, and hiring.
Develop and execute recruiting and sourcing strategies to attract qualified candidates for professional, technical, leadership, and hard-to-fill positions.
Create and manage job postings, recruitment marketing efforts, talent pipelines, and employer branding initiatives through appropriate recruiting channels and partnerships.
Conduct structured candidate screening and assessment activities and facilitate consistent, competency-based selection processes aligned with organizational standards.
Partner with hiring managers to develop interview guides, scorecards, work samples, and other selection tools that support objective, evidence-based hiring decisions.
Facilitate interview panel preparation, selection discussions, and hiring debrief meetings to ensure consistency, fairness, and decision quality throughout the recruitment process.
Develop compensation recommendations, conduct salary justification and internal equity analyses, and coordinate offer approval and negotiation activities.
Ensure a positive candidate experience through proactive communication, timely follow-up, and effective management of candidate relationships throughout the hiring process.
Serve as process owner for the Association's recruitment and selection framework, ensuring adherence to established procedures, service level expectations, documentation standards, and employment-related compliance requirements.
Maintain Applicant Tracking System records, recruitment documentation, and reporting to ensure data accuracy, process integrity, and regulatory compliance.
Develop, analyze, and communicate recruitment metrics, workforce trends, and hiring outcomes while identifying opportunities for process improvement and operational effectiveness.
Provide training, coaching, and support to hiring managers and interview panel participants on recruitment processes, interviewing techniques, selection practices, legal compliance, and decision-making standards.
Administer contingent workforce and staffing vendor programs, including vendor relationship management, contractor recruiting support, catastrophe staffing preparedness activities, and ongoing monitoring of vendor performance and compliance.

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES

Verbal Communication: Expresses ideas, request actions, formulate plans, & policies by means of clear and effective verbal communications.
Maintains Relationships: Cultivates and sustains positive interpersonal connections, fostering trust, collaboration, and effective communication to support enduring professional relationships.
Resourcing and Workforce Planning: Ensures that the organization can attract key people with the capability to create competitive advantage and that it actively manages an appropriate balance of resources to meet changing needs fulfilling the short- and long-term needs of the organization’s strategy.
Data Collection and Analysis: Determines and analyzes trends from data that is collected to assist in compiling reports that will help in decision-making.
Action Planning: Reviews and evaluates recommendations and requirements and to develop appropriate plans or deliver actions required.
Review and Reporting: Creates and reviews reports for various audiences as relevant, in an effective manner, keeping in mind the purpose of reports.
Cultural Awareness: Understands, communicates and effectively interacts with people across cultures.
Assessment: Assimilates and understands data and information from various sources to draw appropriate conclusions and make relevant recommendations.
Effectively Presents Solutions: Communicates and articulates potential resolutions or strategies in a clear, compelling, and tailored manner to address specific challenges or meet organizational needs.
Manages Resistance: Identifies, addresses, and navigates opposition or reluctance effectively, fostering a collaborative environment and facilitating positive outcomes in the face of resistance.
Compensation Consulting: Applies compensation policy and knowledge to develop salary recommendations, conduct market and pay equity analyses, and advise hiring managers on competitive, equitable, and fiscally responsible hiring decisions.

REQUIRED EDUCATION AND EXPERIENCE

Bachelor’s degree
Five (5) years of progressive corporate recruiting and talent acquisition experience.
Experience supporting technical, IT/SW Development, and other specialized professional recruiting.
Two (2) years of experience as an HR Business Partner

PREFERRED EDUCATION AND EXPERIENCE

Seven (7) or more years of progressive talent acquisition experience.
SHRM-CP, SHRM-SCP, PHR, SPHR, or similar professional certification.
Experience developing recruiting programs, interviewer training, and recruitment process improvements.
Experience in highly regulated, insurance, governmental, or public-purpose organizations.

PHYSICAL REQUIREMENTS: This position requires the ability to sit, hear, converse over the telephone, and key frequently on a computer for long periods of time.

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