The Talent Acquisition Partner is a strategic recruiting partner responsible for identifying, attracting, and hiring exceptional talent across the organization. This role partners closely with business and HR leaders to translate workforce needs into effective talent acquisition strategies.

This role will focus on quality of hire, proactive talent pipelines, critical and hard-to-fill positions, and an exceptional candidate and hiring-manager experience.

The ideal candidate combines strong recruiting expertise with business acumen, data-driven decision-making, and the ability to influence leaders. This individual understands the unique talent demands of aerospace and manufacturing environments and can recruit effectively across technical, professional, operational, and leadership functions. This is a remote opportunity.

Key Responsibilities

Talent Acquisition & Recruiting

Manage full-cycle recruiting for assigned functions and locations, from workforce need identification through offer acceptance and onboarding transition.
Recruit across a diverse portfolio of positions, including engineering, manufacturing, operations, quality, supply chain, program management, finance, HR, IT, and leadership roles.
Develop customized sourcing and recruiting strategies for critical, specialized, and difficult-to-fill positions.
Leverage multiple sourcing channels, including LinkedIn, professional networks, industry associations, employee referrals, universities, technical schools, military/veteran organizations, and direct sourcing.
Conduct effective candidate screening and assessment to ensure alignment with technical requirements, organizational values, and long-term potential.
Manage the offer process in partnership with HR and hiring leaders, including compensation alignment, candidate negotiations, and closing strategies.
Maintain relationships with high-potential candidates for future opportunities.

Strategic Business Partnership

Serve as a trusted talent advisor to hiring managers, HR, and business leaders.
Develop a strong understanding of assigned business areas, including organizational structure, workforce capabilities, business priorities, and future talent requirements.
Partner with leaders to define position requirements and distinguish essential capabilities from preferred qualifications.
Challenge and influence hiring decisions when appropriate to improve candidate quality and organizational outcomes.
Participate in workforce planning discussions to anticipate future hiring requirements and identify potential talent risks.
Recommend internal versus external talent strategies based on business needs and available capabilities.

Candidate & Hiring Manager Experience

Deliver a professional, responsive, and consistent candidate experience throughout the recruiting process.
Establish clear expectations with hiring managers regarding recruiting timelines, interview responsibilities, candidate feedback, and selection decisions.
Facilitate effective interview and selection practices and coach hiring managers on candidate assessment.
Ensure candidates receive timely communication and understand the organization, position, culture, and employment proposition.
Represent the company and its culture authentically throughout the recruiting process.

Talent Acquisition Analytics & Continuous Improvement

Track and analyze recruiting metrics to evaluate effectiveness and identify opportunities for improvement.
Monitor metrics such as time to fill, time to slate, offer acceptance rate, source effectiveness, quality of hire, candidate experience, hiring-manager satisfaction, and recruiting costs.
Use recruiting data to identify trends and recommend changes to sourcing strategies or hiring processes.
Partner with HR leadership to continuously improve recruiting processes, technology, tools, and practices.
Ensure accurate and timely documentation within the applicant tracking system and HRIS.
Identify opportunities to simplify recruiting processes while maintaining appropriate controls and compliance.

Compliance

Ensure recruiting and selection practices comply with applicable federal, state, and local employment laws and company policies.
Maintain appropriate documentation related to candidate disposition, selection decisions, and recruiting activity.
Support compliant recruiting practices associated with government contracting requirements when applicable.
Partner with HR and Legal resources regarding complex recruiting or selection matters.

Qualifications

Required

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and relevant experience.
3-5 years of progressive full-cycle recruiting or talent acquisition experience.
Demonstrated success recruiting professional, technical, and/or operational talent.
Experience partnering directly with hiring managers.
Strong interviewing, assessment, negotiation, and candidate-closing skills.
Ability to manage multiple searches and priorities while maintaining a high level of responsiveness and attention to detail.
Experience using applicant tracking systems, HRIS platforms, LinkedIn Recruiter, and other recruiting technologies.
Strong written and verbal communication skills.
Ability to use recruiting metrics and market information to influence hiring decisions.

Preferred

Recruiting experience within aerospace, defense, advanced manufacturing, industrial manufacturing, or another highly technical environment.
Experience recruiting engineering, manufacturing, quality, supply chain, skilled trades, and leadership talent.
Experience supporting multi-site organizations.
Experience with affirmative action, OFCCP, or federal contractor recruiting requirements.
SHRM-CP, SHRM-SCP, PHR, SPHR, or talent acquisition certification.

Key Competencies

Business Acumen – Understands business priorities and connects talent decisions to organizational performance.
Talent Advisor Mindset – Operates as a consultant and partner rather than solely as a requisition processor.
Sourcing Expertise – Proactively identifies and engages high-quality passive talent.
Influence & Credibility – Builds trusted relationships and constructively challenges hiring managers when needed.
Candidate Assessment – Effectively evaluates capability, experience, motivation, and organizational fit.
Data-Driven Decision Making – Uses recruiting metrics and market intelligence to improve outcomes.
Customer Focus – Provides an exceptional experience for candidates and internal stakeholders.
Execution Excellence – Drives searches forward with urgency while maintaining quality and attention to detail.
Continuous Improvement – Identifies opportunities to simplify and strengthen talent acquisition processes.

Measures of Success

Success in this position will be evaluated through a balanced set of measures, including:

Quality of hire
Hiring-manager satisfaction
Candidate experience
Time to fill and time to slate
Offer acceptance rate
Strength of pipelines for critical positions
Recruiting cost effectiveness
Compliance and ATS data integrity