Talent Acquisition Partner III

JOB PURPOSE The Talent Acquisition Specialist III manages full-cycle recruiting for assigned positions and business groups and develops effective sourcing and hiring approaches based on business and talent needs. The role partners with hiring managers and HR Business Partners, builds talent pipelines, and applies recruiting expertise and data to improve hiring outcomes and recruiting processes.   JOB DUTIES & RESPONSIBILITIES Full-Cycle Talent Acquisition (40%) Independently manages full-cycle recruiting for assigned positions from intake through offer acceptance, including sourcing, screening, candidate assessment, interview coordination, selection support, and offer management. Adjusts recruiting approaches based on position requirements, candidate availability, and hiring needs while maintaining an effective and consistent hiring process. Hiring Manager & HR Partnership (20%) Partners with hiring managers and HR Business Partners to understand position requirements, workforce needs, and recruiting priorities and to develop appropriate recruiting approaches. Provides guidance on candidate assessment, interviewing, talent availability, and hiring decisions while supporting consistent and equitable selection practices. Sourcing & Talent Pipeline Development (15%) Develops and maintains candidate pipelines for current and anticipated hiring needs using direct sourcing, professional networks, recruiting platforms, educational institutions, community partnerships, and other appropriate channels. Applies targeted sourcing techniques to identify qualified candidates for difficult-to-fill, specialized, or recurring positions. Recruiting Programs & External Partnerships (10%) Plans and supports recruiting events, career fairs, campus and early-career recruiting activities, community outreach, and partnerships with schools, workforce organizations, and other external talent sources. Represents the Company professionally with prospective candidates and external partners. Recruiting Process Improvement & Analytics (10%) Uses recruiting data, trends, and hiring outcomes to identify opportunities to improve sourcing effectiveness, candidate flow, hiring efficiency, candidate experience, and recruiting processes. Leads or supports improvements to recruiting workflows, tools, practices, and related Talent Acquisition initiatives. Candidate Experience & Employment Practices (5%) Ensures timely and professional candidate communication throughout the recruiting process and supports a positive representation of the Company in the talent market. Applies consistent, compliant, and equitable recruiting and selection practices.   REQUIRED QUALIFICATIONS Five (5) or more years of progressively responsible recruiting or talent acquisition experience. Bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and directly related experience. Experience operating as a strategic advisor to the business, not solely as a transactional recruiter. Ability to translate business needs into effective hiring strategies in partnership with HR. Proven ability to build relationships with and influence, challenge, and coach hiring managers to improve hiring outcomes. Experience building and maintaining talent pipelines, including campus or early-career recruiting. Working knowledge of employment laws and fair hiring practices. Experience using applicant tracking systems and recruiting technologies. Experience recruiting within manufacturing, engineering, skilled trades, or similar environments is preferred.   KNOWLEDGE, SKILLS, AND ABILITIES Thorough knowledge of full-cycle recruiting, sourcing, candidate assessment, and selection practices. Working knowledge of employment laws and fair hiring practices. Ability to independently manage complex recruiting assignments and make sound recommendations based on business and candidate considerations. Ability to develop effective sourcing approaches and build sustainable talent pipelines. Strong consultation and relationship-building skills with hiring managers, HR partners, candidates, and external organizations. Strong interviewing, candidate assessment, and professional judgment skills. Ability to analyze recruiting data and trends and use findings to improve recruiting outcomes and processes. Strong written and verbal communication skills. Strong planning, organization, prioritization, and follow-through skills. Ability to manage multiple recruiting priorities with minimal supervision.   WORKING CONDITIONS Work is primarily performed in an office environment with regular computer and telephone use. Periodic work in manufacturing environments may be required, including use of required personal protective equipment. Local or regional travel may be required for recruiting events, educational partnerships, career fairs, or other recruiting activities. Occasional schedule flexibility may be required to support recruiting events, candidate interviews, or business needs.