Talent Acquisition Associate II

The Talent Acquisition Associate II serves as an experienced talent acquisition professional responsible for managing full-cycle recruiting activities with a primary focus on high-volume hiring for Operations and Shared Services business lanes. This role partners directly with hiring leaders, HR partners, and business stakeholders to develop recruiting strategies, identify top talent, and deliver hiring outcomes aligned with organizational priorities.

In addition to managing active requisitions, the Talent Acquisition Associate II proactively builds talent pipelines, leverages recruiting analytics, supports workforce planning efforts, and contributes to enterprise Talent Acquisition initiatives. The role operates with a high degree of independence and provides guidance and support to less experienced recruiting team members while helping drive continuous improvement across recruiting processes and programs.

• Partner with hiring leaders, HR Business Partners, and Talent Acquisition leadership to understand workforce needs, role requirements, market conditions, hiring timelines, and selection criteria.
• Independently manage full-cycle recruiting activities for professional, exempt, and specialized positions across multiple business units and functional areas.
• Develop and execute recruiting strategies tailored to business needs, talent market conditions, and hiring priorities.
• Conduct candidate sourcing, screening, interviewing, assessment coordination, selection consultation, offer presentation, and pre-employment process management.
• Build and maintain proactive talent pipelines for critical skill sets and anticipated hiring needs through sourcing, networking, referrals, market mapping, campus partnerships, community engagement, and industry outreach.
• Serve as a trusted advisor to hiring managers by providing guidance on talent availability, candidate assessment, interview practices, market trends, compensation considerations, and hiring process improvements.
• Utilize recruiting analytics, funnel metrics, and labor market insights to evaluate recruiting effectiveness, identify challenges, communicate progress, and recommend strategic adjustments.
• Partner with Talent Acquisition leadership to support workforce planning initiatives, succession-related pipelines, internship programs, and targeted recruiting campaigns.
• Lead or support recruiting-related projects, process improvements, technology implementations, and operational initiatives designed to improve effectiveness, scalability, and candidate experience.
• Support campus recruiting, internship programs, career fairs, industry events, and community partnerships to strengthen organizational talent pipelines and employer brand presence.
• Ensure recruiting practices comply with applicable employment laws, pay transparency requirements, internal policies, pre-employment screening standards, documentation expectations, and record retention requirements.
• Utilize approved AI-enabled tools to enhance sourcing effectiveness, candidate engagement, recruiting operations, reporting, content creation, and process efficiency while ensuring responsible use, confidentiality, compliance, and human review of outputs.
• Contribute to Talent Acquisition strategy discussions and provide insights regarding hiring trends, candidate feedback, competitive intelligence, and recruiting best practices.

• Strong knowledge of full-cycle recruiting processes, sourcing methodologies, candidate assessment techniques, and talent acquisition best practices.
• Advanced proficiency with applicant tracking systems, recruiting technologies, sourcing platforms, Microsoft 365 applications, and recruiting analytics tools.
• Working proficiency with approved generative AI tools and automation technologies, including prompt development, output validation, confidentiality protection, responsible-use practices, and workflow optimization.
• Ability to influence hiring outcomes and build credibility with leaders at multiple organizational levels.
• Strong consultative, communication, presentation, and stakeholder-management skills.
• Skilled at recruiting for hourly, exempt and professional positions.
• Ability to interpret recruiting metrics, workforce trends, and labor market information to inform decision-making.
• Strong organizational skills with the ability to manage multiple priorities, competing deadlines, and changing business needs.
• Commitment to delivering a consistent, inclusive, and…