Talent Acquisition Partner

Job Summary

Humane Rescue Alliance (HRA) is a mission-driven organization dedicated to protecting and caring for animals while strengthening the bond between animals and people in our communities. With more than 200 employees across veterinary medicine, animal care, shelter operations, field services, fundraising, and administrative functions, attracting and retaining exceptional talent is critical to achieving our mission.

The Talent Acquisition Partner serves as HRA's primary talent acquisition professional and is responsible for developing and executing recruitment strategies that attract high-quality, mission-aligned candidates across the organization. This role manages the full recruitment lifecycle while serving as a trusted advisor to hiring managers, building talent pipelines for all positions, strengthening HRA's employer brand, and continuously improving recruiting processes and outcomes.

The ideal candidate is proactive, strategic, relationship-oriented, and comfortable managing multiple concurrent searches in a fast-paced environment. This individual combines strong recruiting expertise with excellent judgment, attention to detail, and a passion for connecting talented individuals to meaningful work.

Duties and Responsibilities

General Recruitment

• Partner with hiring managers to attract and hire individuals who will excel at HRA anddemonstratecommitment to the organization's mission and values. 
• Develop and implement effective recruiting strategies tailored to organizational priorities and workforce needs. 
• Manage the full recruitment lifecycle, including: 

• Collaborating with hiring managers to understand position requirements and define candidate profiles. 
• Posting positions and sourcing candidates through multiple channels. 
• Conducting candidate screening and evaluation. 
• Coordinating interviews andfacilitatingcandidate selection. 
• Conducting reference checks and supporting hiring decisions. 

• Preparing offer letters and coordinating pre-employment requirements. 
• Ensuring a positive candidate experience throughout the hiring process. 

• Serve as the primary point of contact for candidates and hiring managers throughout the recruitment process. 
• Manage multiple active and evergreen requisitions simultaneously whilemaintainingtimelycommunication and progress. 
• Ensure hiring managers understand and fulfill their responsibilities throughout the recruitment process. 
• Maintainaccuraterecruitment records and candidate information within ADP and related systems. 
• Ensure compliance with applicable employment laws, regulations, and recruitment best practices.
• Collaborate with HR and operational leaders to support onboarding and successful integration of new employees. 

Talent Sourcing and Pipeline Development

• Developandmaintaintalent pipelinesfor recurring and hard-to-fill positions, including veterinary professionals, veterinary technicians, shelter operations staff, and leadership roles. 
• Build relationships with passive candidates andmaintainongoing engagement with prospective talent. 
• Utilize creative sourcing methods toidentifyand attract qualified candidates. 
• Proactively recruit through networking, industry associations, educational institutions, community partnerships, and professional organizations. 
• Maintain evergreen recruiting efforts to support ongoing workforce needs. 
• Monitor labor market trends andidentifyopportunities to improve candidate attraction strategies. 

Hiring Manager Partnership

• Act as a trusted advisor to hiring managers throughout the recruitment and selection process. 
• Provide guidance on interviewing, candidate evaluation, recruitment strategies, and market conditions. 
• Support hiring managers inidentifyingrequired competencies, experience, and cultural alignment. 
• Facilitate hiring decisions through structured candidate assessments and recommendations. 

• Deliver training and resources to managers on effective recruiting and interviewing practices. 
• Partner with organizational leaders toanticipatefuture hiring needs and workforce challenges. 

Recruitment Marketing and Employer Brand

• Promote HRA as an employer of choice by communicating the organization's mission, culture, benefits, and career opportunities. 
• Manage HRA's presence on recruitment platforms, social media channels, and employer review sites. 
• Develop recruitment marketing materials and messaging that support candidate attraction efforts. 
• Partner with Communications and other departments to enhance employer brand awareness. 
• Represent HRA at career fairs, workforce development events, community outreach activities, and professional conferences. 
• Ensure recruitment materials accurately reflect HRA's employee value proposition and workplace culture.

Recruitment Analytics and Process Improvement

• Track and report key recruitment metrics, including: 

• Time-to-fill 
• Candidate source effectiveness 
• Offer acceptance rates 
• New hire retention 
• Candidate experience feedback 
• Hiring manager satisfaction 

• Develop and manage annual budget toin order toachieve recruitment objectives
• Analyze recruitment data and recommend process improvements. 
• Identifyopportunities to improve efficiency, candidate quality, and hiring outcomes. 

• Develop andmaintainrecruitmentdashboards and reporting tools.
• Support continuous improvement initiatives within recruiting and onboarding processes. 

External Partnerships

• Develop andmaintainpartnerships with colleges, universities, veterinary schools, workforce development organizations, and professional associations. 
• Build relationships with community organizations that support diverse candidate pipelines. 
• Participate in workforce development initiatives aligned with HRA's mission and staffing needs. 
• Serve as an ambassador for HRA within professional and community networks. 

Up to 10% travel. Performs other duties as assigned.

Qualifications and Requirements

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, Communications, or a related field, or equivalent combination of education and experience.
• Minimum of three (3) or more years of full-cycle recruiting experience. 
• Demonstrated success managing multiple concurrent requisitions across a variety of job families. 
• Experience sourcing passive candidates and developing talent pipelines. 
• Strong interviewing, assessment, and relationship-building skills.
• Experience advising hiring managers andfacilitatinghiring decisions. 
• Knowledge of employment laws, regulations, and recruitment best practices. 
• Experience using applicant tracking systems and HRIS platforms. 
• Strong organizational and project management skills. 

• Excellent verbal and written communication skills. 
• Proficiencywith Microsoft Office Suite (Outlook, Word, Excel, PowerPoint, Teams). 

Preferred Qualifications

• Experience recruiting within nonprofit, animal welfare, veterinary,orhealthcareorganizations. 
• Experience usingADPRecruitingmodule.
• Experience developing employer branding or recruitment marketing initiatives. 
• Experienceutilizingrecruitment metrics and workforce analytics to drive decisions. 
• SHRM, AIRS, LinkedIn Recruiter, or related recruiting certification.