Talent Partner

Talent Acquisition Partner

Work Model: Hybrid 4 days onsite / 1 remote in assigned market

Comp Range: $100,000–$110,000 base

$/yr - $/yr

This is a full-cycle, high-impact Talent Acquisition role embedded in a major automotive retail organization with a large national footprint and strong growth trajectory. The Partner will be the local recruiting lead for an assigned market, delivering strategic hiring support, building proactive talent pipelines, and driving adoption of modern hiring practices. You will partner directly with store and district leadership to influence how talent is sourced, evaluated, and brought onboard.

This is not a transactional desk recruiter job. It requires consultative influence, data-backed decision making, and ownership of outcomes in a dynamic, fast-paced environment.

The company is a publicly traded automotive retail group ranked among the largest in the U.S. It operates hundreds of franchised new and used vehicle dealerships and collision/service centers across multiple states and internationally. Its business model spans new and used vehicle sales, financing services, parts, maintenance, and repairs. The organization continues to expand through strategic acquisitions and investments in digital platforms that enhance customer experience and operational efficiency.

You will be seen as the face of Talent Acquisition in your market, driving consistent hiring outcomes across volume and professional roles. You will build credibility with leaders by using data and talent insights to influence hiring behavior and process adoption. You will reduce reliance on reactive hiring by owning sourcing strategies and pipeline development for key roles. You will ensure an elevated candidate experience that reflects a strong employer brand.

• Act as the primary TA strategist for a defined geographic market with high volume hiring needs
• Operate as a self-driven individual contributor owning full-cycle recruiting from intake through pre-boarding handoff
• Influence market leadership by driving process adoption and shaping hiring practices using metrics and talent insights
• Build proactive talent pipelines through advanced sourcing, community partnerships, referrals, and outreach
• Conduct regular business reviews with store/district leadership on hiring performance, bottlenecks, and action plans
• Hit key TA metrics including time to fill, funnel health, and requisition fill rates

• 5+ years of full-cycle high volume recruiting with the ability to juggle 50+ reqs
• Willingness to travel up to 50 percent in market
• Advanced sourcing skills (Boolean, mapping, passive outreach, market research)
• Strong relationship and influence skills with a track record of driving process change
• Experience building pipelines with colleges, technical schools, military and community talent pools
• Proficiency with ATS, CRM, reporting tools, and recruiting dashboards

A TA professional who prefers a role with autonomy, strategic influence in market, and measurable ownership over talent outcomes. You can operate in ambiguity, build relationships quickly, and hold leaders accountable to best practices. This is for someone looking to elevate how hiring gets done, not simply fill reqs.

Mid‑Senior level

Full‑time

Human Resources

Retail Motor Vehicles