The Senior Talent Acquisition Partner is the most advanced recruiting role on the Talent Acquisition team and serves as a strategic advisor, execution lead, and pipeline architect for high impact hiring needs across the organization. This role designs and leads complex, full-cycle searches for corporate functions, Business Service Center roles, and specialty positions, delivering a white-glove hiring experience at every step.
The Senior TA Partner is accountable for both the strategy and execution of talent acquisition across their assigned region—owning the TA operating model, setting team direction, and ensuring consistent delivery against hiring goals. This includes driving organizational change as we transition to a market-embedded, strategic, and data-driven talent model, building external talent pipelines, and elevating hiring outcomes across markets. This position lends TA support to peers as a player-coach by providing guidance, coaching and mentorship.
- Drives Talent Acquisition support and strategy for our corporate office and Business Service Center roles and partners. This role will develop and own the recruiting processes for entry level to advanced level roles.
- Create and execute high-volume sourcing strategies that are scalable
- Partner with HRBPs and business leadership on workforce planning, demand forecasting, and upcoming pipeline needs. Serve as the strategic advisor for talent trends, market data, and hiring best practices
- Act as the primary support and escalation point for Talent Acquisition Partners and Coordinators. Coach the team through intake quality, structured interviews, sourcing strategy, time management, and process adoption
- Model leadership presence: give direction with diplomacy, respectfully, and influence as a player-coach
- Own the TA strategy and execution for the assigned region: define sourcing models, set intake standards, establish hiring timelines, and hold the team accountable to consistent delivery. Build sustainable, ongoing pipelines through community hiring channels, job fairs, and talent networks; create scalable recruiting events, programs, and partnerships
- Drive adoption of modern TA processes with tact, respect, and emotional intelligence. Address objections with data, labor insights, and strategic recommendations. Consult leaders with varying readiness levels toward GP1 standards. Maintain strong relationships while setting expectations to safeguard candidate experience
Regularly analyze funnel metrics, aging roles, pipeline health, and conversion gaps. Present data-backed recommendations to leaders to drive performance improvements
- 7+ years talent acquisition experience required
- Strength in creating and executing talent acquisition strategy and execution
- Proven ability to influence cross-functional partners through strong relationships
- Build community partnerships to create sustainable pipelines of ready to hire and early talent
- Advanced sourcing skillset: Boolean, talent mapping, passive outreach, competitive market research, etc
- Advanced emotional intelligence, diplomacy, business acumen, and the strength to influence leaders who are evolving at different speeds
- Data fluency: able to tell the story behind the numbers