Talent Acquisition Partner

A. JOB SUMMARY: The Talent Acquisition Partner is responsible for leading the full cycle recruiting process, from supporting workforce planning and talent sourcing through onboarding. This role develops and executes sourcing and employer branding strategies, conducts behavioral/situational interviews, trains hiring managers on best practices, and ensures a positive candidate experience. Serving as a consultative partner to hiring managers by providing insights and guidance to support effective decisions, the Talent Acquisition Partner guides compensation recommendations, leads negotiations, and ensures seamless integration of new hires into the organization. B. ESSENTIAL DUTIES / RESPONSIBILITIES: •Owns full cycle talent acquisition process: requisition intake, sourcing, interviewing, selection, offer negotiation, and pre-employment/initial onboarding. •Develops and implements proactive sourcing strategies, including employer branding initiatives, social media, networking, and partnerships to attract diverse talent. •Builds and maintains a talent pipeline for critical and hard-to-fill roles. •Trains hiring managers in effective interviewing, selection techniques, and structured evaluation methods to ensure fairness and consistency. •Acts as a consultant to hiring managers, challenging assumptions, advising on candidate profiles, and influencing hiring decisions with data and insights. •Align compensation offers with internal equity, external competitiveness, and organizational structure. •Guides offer development and negotiations, ensuring compliance and a positive candidate experience. •Manages pre-employment processes, including background checks, references, medical screenings (as applicable), data entry (including automation improvement identification) and coordination of start dates. •Designs and delivers an engaging onboarding experience, ensuring smooth transition for new hires. •Monitors and reports on key recruitment metrics (quality of hire, status updates, candidate assessment outcomes, candidate satisfaction) and identifies continuous improvement opportunities. •Collaborates with HR Business Partners and business leaders to align workforce planning with organizational goals. •Represents the company externally at job fairs, career events, and through social channels to enhance employer brand visibility. •Maintain and update the ATS, ensuring accurate and up-to-date candidate information.