Senior Talent Acquisition Partner
7 days ago
A Senior Talent Acquisition (TA) Partner plays a critical role in aligning recruitment strategies with business goals, ensuring the firm attracts top diverse talent to meet organizational needs across the region and associated functions. Below are the roles, responsibilities, and expectations for a TA partner:
Talent Acquisition Alignment
- Business / Regional Alignment: Understand the goals, structure, and talent needs of the specific region / function you are aligned with.
- Market Insights: Provide insights on talent trends, market conditions, salary benchmarks, and competitor hiring strategies, to influence talent planning.
Full-Cycle Recruitment
- Job Requirement Gathering / Intake Session: Partner with hiring managers to develop comprehensive and on brand job descriptions, define qualifications required, and adverts for each role, ensuring they reflect the functional needs and company behaviors.
- Sourcing: Leverage various sourcing channels, including job boards, professional networks, LinkedIn, and industry events, to build and maintain a pipeline of qualified candidates in our ATS / CRM. All TA Partners will grow and develop their head hunting and direct sourcing skills of the passive candidate market as a priority.
- Screening and Selection: Conduct pre-screening interviews, assess candidate fit based on skill sets and cultural alignment, and manage the interview process in coordination with hiring managers.
- Offer Management: Negotiate job offers, ensuring alignment with market compensation, internal equity, and candidate expectations along with end of process virtual paperwork / background checks etc.
Employer Branding
- Brand Advocacy: Represent the firm positively in the talent marketplace, promoting the organization's culture, values, and opportunities + proactively support Hiring Manager to also be Social Advocates.
- Diversity and Inclusion: Ensure that recruitment practices attract diverse talent and support the creation of a more inclusive work environment.
- External Partnerships: Build relationships with industry groups, universities, and external talent communities to raise the firm's profile and engage with potential candidates.
Stakeholder Management
- Collaborative Partnerships: Act as a trusted advisor to hiring managers and department leaders, guiding them through the recruitment process, providing weekly updates, and offering strategic insights.
- Candidate Experience: Ensure a seamless and positive experience for candidates, from initial contact through onboarding, maintaining professionalism and communication at all stages.
- Cross-Functional Communication: Collaborate with HR teams (compensation, learning and development, and HR business partners) to align hiring processes with organizational strategy.
Data-Driven Recruitment
- Recruitment Metrics: Track your own key metrics such as time-to-hire, quality of hire, agency usage and diversity etc. Regularly analyze and report these metrics to stakeholders to identify trends and improve processes.
- Process Improvement: Continuously evaluate the recruitment processes for efficiency and effectiveness, suggesting enhancements based on data and stakeholder feedback into the HR Ops team.
- Technology Utilization: Use our ATS (Greenhouse to ensure we have a single source of truth, use Greenhouse along with LinkedIn data analytics tools to streamline recruitment processes and enhance decision-making.
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