The Senior Talent Acquisition Partner is responsible for leading full-cycle talent acquisition activities for
exempt and non-exempt positions across assigned business units while serving as a strategic talent
advisor to operational leaders and hiring managers. This role partners closely with leadership to develop
and execute workforce planning, talent acquisition, and sourcing strategies that support Vinfen's
mission, growth objectives, and staffing priorities. As a key member of the Talent Acquisition team, this
role serves as a strategic talent advisor and consultative partner to hiring managers, providing guidance
on sourcing strategies, labor market trends, candidate availability, selection practices, and recruitment
best practices. As one of the first points of contact for prospective employees, the Senior Talent
Acquisition Partner plays a critical role in representing Vinfen’s mission, values, and culture through
professionalism, responsiveness, and exceptional service.
Job Duties and Responsibilities
Applicant Management
- Reviews and screens applicants daily to ensure the most qualified candidates are
forwarded to hiring managers in a timely manner.
- Facilitates the interview process with hiring managers and candidates.
- Uses behavioral-based interviewing and other effective interviewing techniques to
assess desired skills, experience, and competencies.
- Manages the applicant’s experience throughout the hiring process by ensuring
timely communication, professionalism, and excellent customer service.
- Extends employment offers and ensures completion of all pre-employment
requirements.
- Educates hiring managers on the recruitment and onboarding process while
supporting Vinfen’s diversity, equity, inclusion, and belonging goals.
- Maintains frequent and open communication with hiring managers regarding
recruitment efforts, candidate pipelines, and posted vacancies.
- Act as a business partner to hiring managers by advising on cost-effective and
effective recruitment strategies.
- Maintains current knowledge of assigned programs, services, and business units to
recruit efficiently and effectively.
Creative Recruitment Management
- Partners with Talent Acquisition leadership to develop cost-effective marketing and
branding strategies to attract quality applicants and specialized hires.
- Promotes Vinfen as an employer of choice through professional organizations,
associations, trade groups, community partners, and networking channels.
- Build partnerships with academic institutions, degree programs, workforce
development organizations, and community outreach partners.
- Coordinates college recruiting initiatives, attends career fairs, and identifies new
opportunities for community-based recruitment.
- Uses recruitment data, referral source trends, and hiring outcomes to improve
sourcing strategies and strengthen candidate pipelines.
- Leads strategic social, community, and professional networking initiatives to
support current and future hiring needs.
Compensation & Offer Management
- Partners with Compensation and hiring managers to ensure job descriptions are
current, accurate, and aligned before posting.
- Reviews salary expectations and relevant work experience with candidates.
- Consults with Compensation and hiring managers to determine appropriate
compensation levels based on candidate experience, market conditions, internal
equity, and applicable job classifications.
- Identifies market pay concerns that may impact Vinfen’s ability to attract qualified
candidates.
- Facilitates internal employment transitions, including promotions, transfers,
demotions, and reclassifications associated with requisitions.
- Extends formal employment offers and supports salary discussions in partnership
with Compensation and hiring managers.
- Consults with hiring managers regarding sign-on bonuses, relocation allowances,
and other applicable recruitment incentives.
Compliance Management
- Supports compliance with Vinfen policies, procedures, and recruitment
requirements.
- Supports regulatory, accreditation, quality, and performance improvement
initiatives related to recruitment and staffing.
- Ensures compliance with Vinfen job posting and recruitment policies.
- Manages federal and state compliance processes for open positions, including
candidate disposition coding and consultation with hiring managers on appropriate
processes and procedures.
- Ensure recruitment and hiring practices comply with all applicable federal and state
employment laws.
- Supports compliance with applicable labor contracts and employment
agreements.
Project & Initiative Management
- Remains current with HR policies, procedures, systems, and recruitment best
practices.
- Supports and mentors Recruiting Administrators as needed to improve efficiency
within the recruitment and onboarding process.
- Identifies opportunities to streamline recruitment workflows and improve the
overall hiring process.
- Uses operational analysis, trends, benchmarking, and research to support
leadership and managers in staffing projections and workforce planning.
- Serves as a consultant to leadership, management, and Talent Acquisition partners
in the development of effective recruitment, onboarding, and retention strategies.
- Serves as project lead for staffing-related initiatives as assigned.
- Works under the direction of the Recruiting Manager to implement recruitment
strategies and prioritize vacancies appropriately.
- Performs special projects and other duties as assigned
Knowledge and Skills
- Understanding of workforce planning, talent pipelining, recruitment marketing, and employer
branding strategies.
- Experience utilizing applicant tracking systems (ATS), recruitment technologies, and talent
acquisition metrics to drive hiring outcomes.
- Strong consultative skills with the ability to influence and advise hiring managers.
- Ability to build and maintain effective working relationships across all levels of the
organization.
- Excellent verbal, written, and presentation skills.
- Understanding of equal employment opportunity (EEO), affirmative action, diversity hiring,
and compliance requirements.
- Ability to leverage technology, social media, and professional networking platforms to attract
and engage talent.
- Sensitivity to cultural, racial, ethnic, religious, disability, gender, and other dimensions of diversity.
Typical Requirements
- 3 – 5 years’ recruiting experience
- Proficiency with an ATS
- Familiarity with EEOC/employment law
- Excellent communication skills (written and spoken)
Preferred /Required Education
A high school diploma or equivalent is required; Bachelor’s degree or equivalent strongly preferred. In some cases, experience may be substituted for academic training.
Driving Requirements
Driving is not required.
Physical Effort
Administrative Roles - Ability to lift at least 25 pounds using proper lifting techniques. Ability to operate a computer and other office equipment such as a calculator, copier, and printer. Ability to remain in a stationary position 50% of the time as needed. Ability to bend, reach, file, sit, stand and move around the facility. Ability to speak, hear and communicate with clients, staff and external representatives. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.
