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Key Responsibilities and Required Skills for Talent Acquisition Partner

💰 $80,000 - $130,000

Human ResourcesTalent AcquisitionRecruitment

🎯 Role Definition

The Talent Acquisition Partner serves as a strategic advisor to business leaders, owning full-cycle recruiting while aligning hiring strategies with organizational goals. This role blends market intelligence, relationship management, and data-driven decision-making to attract, engage, and hire high-quality talent while delivering an exceptional candidate and hiring manager experience.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Recruiter / Senior Recruiter
  • HR Generalist with recruiting focus
  • Staffing or Agency Recruiter

Advancement To:

  • Senior Talent Acquisition Partner
  • Talent Acquisition Manager
  • Head or Director of Talent Acquisition

Lateral Moves:

  • HR Business Partner
  • Employer Branding or People Operations Specialist

Core Responsibilities

Primary Functions

  • Own and manage full-cycle recruitment for assigned business units, from intake and sourcing through offer negotiation and onboarding handoff.
  • Partner closely with hiring managers to understand workforce plans, role requirements, and long-term talent needs.
  • Develop targeted sourcing strategies using job boards, social media, referrals, networking, and direct outreach to passive candidates.
  • Build and maintain strong candidate pipelines for current and future hiring needs across multiple job families.
  • Conduct in-depth candidate screenings and interviews to assess skills, experience, cultural fit, and potential.
  • Serve as a trusted advisor to hiring leaders by providing market insights, compensation benchmarks, and hiring recommendations.
  • Manage and optimize the applicant tracking system (ATS) to ensure data accuracy, compliance, and reporting integrity.
  • Coordinate and schedule interviews, ensuring a seamless and positive candidate experience throughout the hiring process.
  • Lead offer development, compensation discussions, and negotiation in partnership with HR and compensation teams.
  • Ensure compliance with employment laws, internal policies, and diversity, equity, and inclusion (DEI) initiatives.
  • Drive diversity recruiting strategies and inclusive hiring practices to broaden candidate pools.
  • Track and analyze recruiting metrics such as time-to-fill, quality of hire, and source effectiveness.
  • Continuously improve recruiting processes, workflows, and candidate engagement strategies.
  • Represent the company at career fairs, networking events, and industry conferences as needed.
  • Collaborate with employer branding and marketing teams to create compelling job postings and recruitment campaigns.
  • Provide regular status updates and insights to stakeholders on hiring progress and challenges.
  • Support workforce planning and headcount forecasting initiatives.
  • Manage relationships with external vendors, agencies, and recruitment partners.
  • Stay current on labor market trends, competitive intelligence, and recruiting best practices.
  • Contribute to talent programs such as internships, early career hiring, and succession planning.

Secondary Functions

  • Participate in cross-functional HR projects and talent initiatives.
  • Support onboarding improvements and new hire integration efforts.
  • Assist with audit preparation and recruiting compliance reviews.
  • Mentor junior recruiters or coordinators as needed.

Required Skills & Competencies

Hard Skills (Technical)

  • Full-cycle recruiting and talent sourcing
  • Applicant Tracking Systems (ATS) and CRM tools
  • Behavioral and competency-based interviewing
  • Labor market and compensation analysis
  • Employment law and compliance knowledge
  • Recruiting metrics, reporting, and analytics
  • Social and digital recruiting platforms

Soft Skills

  • Strong stakeholder management and consulting skills
  • Excellent written and verbal communication
  • Relationship-building and influencing abilities
  • Strategic thinking and problem-solving
  • Time management and prioritization in fast-paced environments
  • High level of professionalism and confidentiality

Education & Experience

Educational Background

Minimum Education:
Bachelor’s Degree

Preferred Education:
Master’s Degree in Human Resources or Business

Relevant Fields of Study:

  • Human Resources
  • Business Administration

Experience Requirements

Typical Experience Range:
5–10 years of recruiting or talent acquisition experience

Preferred:
Experience partnering with senior leaders and hiring for specialized or high-growth roles

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