Principal Talent Acquisition Partner

As a Senior Talent Acquisition Partner, you’ll play a pivotal role in shaping our workforce—turning top prospects into the outstanding employees who fuel our success. The Senior Talent Acquisition Partner leads and executes full-cycle recruiting efforts, serving as a trusted advisor to business leaders while leading a small team of recruiting professionals. Reporting to the Corporate Director of Human Resources, the Senior Talent Acquisition Partner will collaborate with business leaders on a regular basis to proactively identify future hiring needs and develop talent acquisition strategies. The Senior Talent Acquisition Partner is passionate about connecting people and developing relationships with a keen eye to how the right talent impacts business results. This role takes a proactive, consultative approach to our recruiting efforts while driving a positive candidate experience and strengthening our reputation as an employer of choice.

• Talent Strategy & Innovation
• Design, implement, and continuously improve forward-thinking recruiting strategies informed by labor market insights, industry trends, and emerging technologies.
• Partner with Marketing and our Operating Companies to develop advertising strategies, videos, testimonials, and campaigns that strengthen our employer brand.
• Manage social media presence from a talent acquisition perspective (LinkedIn, Indeed, Glassdoor, etc.) and external partnerships to enhance visibility and reach of open roles.
• Full-Cycle Recruiting Leadership
• Oversee and guide the end-to-end recruiting process—including sourcing, screening, interviewing, selection, and offer management—ensuring a consistent, compliant, and exceptional candidate experience.
• Lead the candidate experience through our talent acquisition system (iCIMS), implementing system improvements, optimizing sourcing tools, and maintaining candidate pipelines.
• Partner with recruiters to establish consistent processes, standard work, and best practices across Operating Companies.
• Performs full-cycle recruiting for exempt positions, in alignment with business priorities.
• Analyzes both the recruitment process for efficiency gains and data to measure the effectiveness of recruiting sources; and works to ensure overall recruitment objectives are met. 

• Team Leadership & Development
• Manage at least one direct report and provide leadership to 1–3 indirect reports, offering coaching, mentorship, and professional development to strengthen recruiting expertise.
• Train, coach and team members to elevate overall talent acquisition capabilities and outcomes.
• Influence and coach business leaders on system processes, sourcing tools, and recruitment best practices.
• Oversee the internship program, providing structure, consistency, and alignment with long-term talent pipeline needs.
• Business Partnership & Consultation
• Build strong, consultative relationships with hiring managers and HR partners to understand workforce needs and provide data-driven guidance on selection practices.
• Partner with operating companies, schools, universities, and organizations to expand outreach and build sustainable pipelines.
• Relationship & Pipeline Building
• Develop and maintain relationships with candidates, past employees, staffing agencies, and other external partners to ensure a steady pipeline of qualified talent.
• Lead sourcing strategy for exempt recruiting. Nurture existing candidates in iCIMS for future openings and manage an alumni reach-out program.
• Represent the organization at job fairs, open houses, and industry events to promote the employer brand and connect with talent.
• Compliance & Continuous Improvement
• Ensure all recruiting activities comply with legal, regulatory, and organizational standards.
• Negotiate agreements with third-party vendors, ensuring effective service delivery and cost management.
• Participate in Operational Excellence initiatives, bringing a continuous improvement mindset to processes, systems, and candidate experience.
• Lead a smooth onboarding process for candidates as they transition to business units, ensuring consistency and a strong first impression.

• Bachelor’s degree in human resources, business or related field or equivalent work experience
• Minimum of 10 years of strategic talent acquisition experience
• Business oriented and have an understanding how business strategies link to recruiting initiatives
• Experience with Applicant Tracking Systems (ATS); ICIMS is preferred
• Strong understanding and demonstrated proficiency in recruiting at all levels of the company from entry to senior manager levels
• Must demonstrate aptitude with direct sourcing as well as building and maintaining a strong network for pipeline recruiting
• Experience establishing and maintaining relationships with individuals at all levels of the organization, in the business community and with vendors
• Experience developing and implementing sourcing strategies, focused on the employee or manager experience
• Adept in both traditional and creative recruiting approaches with a proven track record in utilizing social media to network and identify talent
• Experience creating reports and dashboards; and the ability to analyze data to make recommendations and improvements
• Ability to develop strong working relationships internally and externally
• Excellent communication, influence, persuasion, and negotiation skills
• Excellent organizational and time management skills, with the ability to work independently and manage multiple priorities simultaneously
• Strong service orientation with business-driven mindset, sense of urgency and continual drive for process improvement
• Knowledge of employment laws and regulations
• Microsoft Office proficiency (Outlook, Word, Excel, PowerPoint)
• Ability to work in a fast-paced team environment
• Ability to travel as needed