Talent Acquisition Partner

The Talent Acquisition Partner (TAP) is an experienced professional responsible for executing recruitment activities to source, recruit, and hire top talent within an assigned territory and/or function(s). This role applies specialized expertise in talent acquisition, manages medium-complexity assignments, and contributes to the enhancement of recruitment processes and tools. The position works independently under ad hoc guidance, ensuring the organization’s hiring needs are met efficiently and effectively.

EXECUTE RECRUITMENT ACTIVITIES

- Manage the end-to-end recruitment lifecycle of a full requisition load (including profiling, process, sourcing, interviewing, and evaluating) within an assigned territory and/or function(s).

- Serve as a talent advisor to hiring managers by providing market insights, talent intelligence, interview strategy, and consultative guidance throughout the hiring process.

- Develop proactive sourcing and search strategies, including market mapping, competitive targeting, networking approaches, and talent pipeline development for critical roles.

- Ensure consistent and exceptional candidate and hiring manager experiences throughout the recruitment process.

- Evaluate and promote internal talent opportunities while balancing external hiring strategies to support organizational growth and employee development.

- Collaborate with hiring managers to understand job requirements and develop tailored recruitment strategies based on business needs and market conditions.

- Support across all Talent Acquisition teams, including field, emerging, and operations based on business priorities, hiring volume, team capacity, and coverage needs.

SUPPORT RECRUITMENT PROCESSES & TOOLS

- Follow outlined processes and procedures

- Utilize recruitment tools and technologies to identify and engage with top talent.

- Recommend adjustments or enhancements to recruitment processes to improve efficiency and effectiveness.

- Ensure compliance with organizational standards and best practices in all recruitment activities.

- Analyze and share-out recruitment metrics and market trends to inform and improve talent acquisition strategies, providing insights and recommendations as necessary.

COLLABORATE WITH STAKEHOLDERS

- Partner with hiring managers and Talent Business Partners to understand organizational goals and workforce planning needs while aligning recruitment efforts with business requirements.

- Act as a trusted advisor to stakeholders through the building of strong relationships while understanding their recruitment needs and influencing hiring decisions leveraging market expertise, candidate insights, compensation awareness, and best-practice guidance.

- Promote transparency in the recruitment process by ensuring regular communication with hiring teams and members of Talent.

- Work closely with the Talent Acquisition leadership and operations team to ensure alignment with broader recruitment strategies.

RECRUITMENT PROJECTS & MARKETING

- Participate in recruitment initiatives, recruitment marketing efforts, and employer branding campaigns.

- Leverage social media platforms for employer branding and candidate outreach.

- Implement strategies to attract a diverse candidate pool and promote an inclusive hiring process.

- Stay informed about industry trends and challenges in attracting top talent.

HANDLE MEDIUM-COMPLEX ASSIGNMENTS

- Effectively manage a high-volume requisition load of up to 30+ open roles simultaneously, balancing competing priorities while driving timely and successful hiring outcomes

- Address challenges in the recruitment process with a proactive, creative, and solution-oriented approach.

- Support the execution of projects to address talent gaps and enable business growth.

Requirements

End to end recruiting life cycle including high volume or emerging experience with 3 to 5 years of experience.; Experience in the Consumer Package Goods (CPG) industry a plus.; Superior organizational skills to manage multiple recruitment activities simultaneously.; Hands-on experience with various recruitment tools, technologies, and methodologies.; Ability to manage medium-complex assignments and prioritize tasks effectively.; Ability to build relationships with stakeholders and candidates.; Ability to influence and drive hiring decisions.; Analytical and mathematical skills to assess recruitment metrics and labor market trends, talent availability, key performance indicators, recruiting metrics, and competitive hiring practices.; Ability to work both independently and while collaborating with team members.; Problem-solving skills and a proactive approach to addressing challenges.