Senior Talent Acquisition Partner

Position Summary

The Senior Talent Acquisition Partner is a strategic, hands-on recruiting leader responsible for both day-to-day talent acquisition and the development, execution, and continuous improvement of the company’s overall recruiting strategy. This role partners closely with business leaders, Human Resources, and Marketing to attract, engage, and hire top talent while strengthening the company’s employee value proposition (EVP) and employer brand across the communities in which we operate.

Steffes Core Values

·         Trust: We promote growth and long-term success by making wise decisions with trust as an essential component.

·         Respect: We unleash creative talents of our diverse workforce by treating each other the way we would like to be treated.

·         Teamwork: We believe people achieve much more by working together.

·         Integrity: We follow through and keep our word while being open, honest, ethical, and fair.

·         Safety: We view our co-workers as family members of our business and strive to ensure safety for all.

·         Humility: We recognize and appreciate strengths and contributions beyond one’s self. We are modest, genuine, and authentic.

Key Responsibilities

1.       Talent Acquisition & Recruiting

·         Lead full cycle recruiting for a variety of roles, including hourly, salaried, professional, and leadership positions.

·         Partner with hiring leaders to understand workforce needs, role requirements, and ideal candidate profiles.

·         Develop and execute sourcing strategies to attract diverse, qualified candidates through multiple channels.

·         Manage candidate experience from initial contact through onboarding handoff, ensuring a positive and consistent process.

·         Provide training, coaching, and guidance to hiring managers on interviewing, selection, and hiring best practices.

2.       Recruiting Strategy & Program Development

·         Design, implement, and continuously improve the company’s overall recruiting strategy to support business growth.

·         Develop and manage recruiting programs such as workforce planning initiatives, early-career programs, referrals, internships, and community partnerships.

·         Partner with senior leaders to develop forward-looking workforce plans and proactive talent pipelines aligned with revenue growth, operational scalability, and succession needs.

·         Establish, refine, and report on recruiting processes, tools, and key talent acquisition metrics, including time-to-fill, quality-of-hire, offer acceptance rate, pipeline strength, and hiring manager satisfaction, to drive efficiency, transparency, and continuous improvement.

·         Drive continuous automation of recruiting processes through the HRIS recruiting module.

·         Analyze recruiting data and labor market trends to proactively address talent risks and opportunities.

3.       Employee Value Proposition (EVP) & Employer Branding

·         Develop, articulate, and manage the company’s Employee Value Proposition in partnership with HR leadership.

·         Collaborate with the Marketing team to build and maintain a strong employer brand across digital platforms, social media, and community presence.

·         Ensure consistent messaging about the company’s culture, values, career opportunities, and benefits.

·         Represent the company at job fairs, community events, educational partnerships, and industry networking opportunities.

4.       Stakeholder Partnership & Influence

·         Serve as a trusted advisor to leaders on talent availability, competitive market insights, and hiring strategies.

·         Partner cross-functionally with Human Resources, Marketing, Operations, and Support to align talent acquisition efforts with business objectives.

·         Drive adoption of standardized recruiting processes and hiring discipline across the organization, including structured interviews, competency-based assessments, and consistent selection criteria.

·         Support continuous improvement initiatives related to candidate experience, onboarding readiness, and retention.

Decision-Making Authority

The Senior Talent Acquisition Partner has authority to design, implement, and continuously improve recruiting processes, tools, and sourcing strategies in alignment with organizational objectives. This role independently manages full-cycle recruiting activities, including sourcing strategy selection, candidate pipeline development, interview process coordination, and makes recommendations for hiring decisions in partnership with hiring leaders.

The role has authority to recommend recruiting investments, employer branding initiatives, community partnerships, and process improvements that strengthen talent acquisition outcomes. Final hiring decisions, compensation approvals, and headcount authorization remain with the appropriate business leaders and Human Resources leadership in accordance with company policy. The Senior Talent Acquisition Partner is empowered to influence hiring practices, promote standardized selection methodologies, and provide data-informed guidance to leaders to ensure alignment with workforce planning and growth priorities.            

Measures of Success

Success in this role is measured by the effectiveness of Steffes’ talent acquisition strategy in enabling business growth and transitioning the organization from a reactive to a proactive recruiting model. The Senior Talent Acquisition Partner is expected to improve hiring outcomes by reducing time-to-fill for priority roles, while strengthening quality-of-hire, offer acceptance rates, and overall candidate experience.

Success also includes building proactive talent pipelines aligned with workforce planning, driving adoption of standardized recruiting processes across the organization, improving recruiting data visibility and efficiency through HRIS optimization, and strengthening employer brand presence to support long-term talent attraction and scalability.

Core Expectations

·         Customer Service - Demonstrate excellent customer service and display a positive attitude and behavior consistent with the Steffes Code of Conduct and Core Values.

·         Environmental, Health, Safety (EHS) – Perform work in compliance with EHS training and identified procedures/standard work.  Report any EHS incident or concern to your supervisor immediately.  Cooperate and contribute to the overall success of the EHS program.

·         Quality – Participate in job-specific training. Complete work as indicated by standard work, processes, and/or procedures.  If your work can’t be completed as required, notify your supervisor immediately for guidance.   

·         Conduct - Demonstrate and support the Steffes Code of Conduct.

·         Policies and Procedures - Demonstrate and support Steffes Policies and Procedures by:

o   Using tact, sound judgement, and maintaining a professional attitude in communication and relationships with others.

o   Striving to deliver the best quality in daily work.

o   Promoting a positive image of Steffes and its products.

o    Being timely and punctual in attendance and following all policies and procedures.

Job Requirements/Qualifications

·         Bachelor’s degree in Human Resources, Business, Marketing, or a related field (or equivalent experience)

·         Strong recruiter and a strategic thinker who can fill roles today while building scalable recruiting programs that support long-term organizational growth.

·         7+ years of progressive experience in talent acquisition, including full-cycle recruiting.

·         Ability to develop and maintain professional relationships with candidates, community partners, educational institutions, and external vendors.

·         Proficient in the use of HRIS, applicant tracking systems (ATS), sourcing tools, and standard office software to manage recruiting activities and data.

·         Demonstrated experience developing recruiting strategies, programs, and processes.

·         Strong understanding of employer branding, EVP development, and talent marketing principles.

·         Experience partnering with marketing or communications teams to support recruiting and employer brand initiatives.

·         Proven ability to influence leaders and build strong relationships across all levels of the organization.

·         Strong analytical skills with the ability to use data to inform decisions.

·         Excellent communication, organization, and project management skills.

·        10% travel to other Steffes locations.

OR

·        An acceptable combination of education and experience

Functional & Cognitive Requirements of Position

·         Ability to sit for extended periods of time while working at a computer or desk

·         Ability to frequently use hands and fingers to operate a computer, keyboard, mouse, phone, and other office equipment

·         Ability to see and read computer screens, printed documents, and electronic communications, with or without reasonable accommodation

·          Ability to hear and communicate verbally with others in person and via phone or video conferencing

·         Ability to stand, walk, bend, and reach occasionally within the office environment

·         Ability to lift, carry, push, or pull up to 10–15 pounds occasionally (e.g., files, laptops, office supplies)

·         Ability to maintain focus and concentration while performing detailed work on a computer

·         Ability to work in a standard office environment, including exposure to typical office noise and lighting

·         Ability to perform repetitive motions associated with computer and desk work

·         Ability to work extended hours during peak periods or as business needs require