Job Summary
The Senior Talent Development and Acquisition Partner acts as a consultant to the business, identifying talent gaps and creating strategies to fill them through external recruitment and internal development. This role is responsible for full-cycle recruiting for both salaried and hourly staff, managing global mobility for international employees, and designing career frameworks to foster employee retention.
Key Responsibilities
- Full-Cycle Hiring: Manage the entire recruitment process for salaried and hourly positions, including sourcing, screening, and interviewing.
- Sourcing Strategy: Proactively identify candidates through digital platforms (like LinkedIn), professional networks, and local trade schools.
- Stakeholder Partnership: Collaborate with hiring managers to define role requirements and success criteria for diverse business divisions.
- Visa & Immigration Management: Oversee expatriate movement by monitoring visa status and ensuring legal compliance for international hires.
- Strategic Onboarding: Design and lead the onboarding program to ensure new recruits are successfully integrated into the company culture from day one.
- Internal Mobility: Facilitate the movement of internal talent into new roles to improve retention and maximize existing expertise.
- Partner with managers & supervisors to understand current and future talent needs
- Develop hiring strategies aligned with business and succession plans
- Build talent pipelines for hard‑to‑fill and high‑impact positions
- Ensure fair, compliant, and inclusive hiring practices
- Act as a point of contact for staffing needs
- Translate business strategy into talent strategies
- Collaborate with HR, training, and compensation teams
- Track and analyze talent metrics
- Continuously improve recruitment and development processes
Required Skills & Competencies
- Recruiting and sourcing expertise
- Talent development and learning methodologies
- Workforce planning and succession planning
- Performance management frameworks
- Employment law and compliance knowledge
- Strategic thinking and business acumen
- Strong communication and influencing skills
- Coaching and facilitation abilities
- Data‑driven decision making
Key Performance Indicators (KPIs)
- Time‑to‑fill critical roles
- Quality of hire and internal mobility rates
- Employee development completion and readiness
- Retention of high‑potential and critical talent
- Hiring manager and employee satisfaction
- Bench strength for key roles
Required Skills & Qualifications
- Bachelor’s degree in HR, Business, Organizational Development, or related field
- 5+ years in talent acquisition, talent development, or HR business partnering
- HR certifications (SHRM, HRCI, ATD) preferred
- Proven background in talent acquisition and human resources, ideally with exposure to global mobility or learning and development.
- Expert use of Applicant Tracking Systems (ATS) and HRIS platforms to manage candidate pipelines and employee data.
- Ability to forecast hiring needs and develop long-term talent management strategies.
- Strong interpersonal skills to navigate salary negotiations and build relationships with global stakeholders.