Talent Acquisition Partner (Marketing)

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-complex 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 strategic partner and 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 as applicable.
- 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 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.
- Contribute to the development and implementation of strategies to strengthen Red Bull’s employer brand.
- 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

- Manage a traditional recruiting requisition load of as many as 15 and a sustained load of 12 or more simultaneously, ensuring timely and successful 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 experience at a depth typically achieved through 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.; Desire and ability to communicate verbally for up to 8 hours per today with candidates – requiring honed and practiced communication and interpersonal skills.; 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.