Talent Acquisition Business Partner

The Talent Acquisition Business Partner ("TABP") is responsible for executing recruitment strategies based on respective labor markets of the assigned business groups. This role positively impacts business results through consulting stakeholders on recruitment matters, ongoing process improvement and the ability to effectively attract, assess and hire the best talent. This role will provide stakeholders with the highest level of service through the execution of innovative recruitment solutions. In addition, this role also acts as a brand ambassador to build relationships within professional associations, on/offline communities, and educational institutions to produce an ongoing pool of pre-qualified candidates. 3-5 years of experience in agency or in-house recruitment Experience in Sales or IT/technical recruitment Knowledge of interviewing best practices and techniques Proven track record recruiting passive candidates in competitive labor markets Understanding of hiring manager needs assessment concepts and processes Comfortable working in a fast-paced environment, managing multiple requisitions and prioritizing stakeholder requests Demonstrated ability to maintain strict confidentiality and judgment sufficient to handle sensitive employment issues Experience with Applicant Tracking Systems. Specific experience with Oracle is a plus Experience with LinkedIn Recruiter and other professional networking tools #LI-BW1 Overview We are looking for a Talent Acquisition Partner who will own the full-cycle hiring across a mix of roles, with a primary emphasis on Sales and/or Technical searches. You will work closely with hiring managers and leadership to understand what the business really needs, then build a plan to find and land the right talent. This role is equal parts recruiter, advisor, and problem solver. Success here means moving with speed while still delivering quality hires and a great candidate experience. It also means being comfortable with change, figuring things out as you go, and pushing stakeholders in the right direction when needed. What You'll Do Own the full recruitment lifecycle from intake through offer and onboarding Partner with hiring managers to define role requirements, align on expectations, and build effective hiring strategies Manage a diverse set of requisitions Source both active and passive candidates using LinkedIn, job boards, referrals, and networking Build and maintain strong talent pipelines for current and future hiring needs Guide hiring managers on interview best practices, candidate evaluation, and decision making Deliver a thoughtful, high-quality candidate experience with clear and timely communication Track activity in the applicant tracking system and use data to drive decisions and improve outcomes Stay informed on market trends, talent availability, and competitor activity Continuously look for ways to improve recruiting processes and make hiring more efficient What a Typical Day Looks Like Running intake meetings and aligning with hiring managers on new roles Reviewing applicants and sourcing candidates for priority searches Screening candidates and moving top talent through the process Checking in with hiring managers to keep roles on track Reviewing pipeline health and adjusting sourcing strategies Sharing updates and insights with stakeholders Working on process improvements or recruiting projects