Sr. Talent Acquisition Business Partner

Job Details:

Job Location:

Boca Raton, FL 33487, Position Type:
Full Time,

Position Summary:

The Senior Talent Acquisition Business Partner is a strategic recruiting leader responsible for strengthening NSD’s talent acquisition strategy, processes, and candidate experience.

This role serves as a trusted partner to managers and senior leaders by proactively identifying talent needs, developing practical recruiting strategies, and positioning the organization to attract and hire high-quality talent.

This position oversees one Talent Acquisition team member responsible for Call Center recruiting and provides direction, coaching, prioritization, and support to ensure consistent recruiting practices and results across the function.

The Senior Talent Acquisition Partner personally leads recruiting for specialized and higher-level positions, including management, professional, operational, and IT roles, while partnering with leaders throughout the organization on workforce planning and future talent needs.

The ideal candidate is data-driven, proactive, consultative, and strategic, with a strong understanding of modern recruiting practices and a commitment to continuously improving how the organization attracts, engages, and hires talent.

• Develop, implement, and improve NSD’s talent acquisition strategy.
• Set recruiting expectations, standards, and process discipline across the function.
• Partner proactively with leaders to anticipate hiring needs and workforce gaps.
• Advise leaders on market conditions, talent availability, recruiting data, and strategy.
• Identify recruiting challenges early and drive practical solutions.
• Oversee, coach, and hold accountable the Talent Acquisition team member supporting Call Center hiring.
• Serve as the escalation point for complex recruiting needs.

• Lead full-cycle recruiting for management, professional, IT, and specialized roles.
• Build targeted sourcing strategies for hard-to-fill and higher-level positions.
• Partner with hiring managers to define clear job profiles and candidate requirements.
• Develop and maintain talent pipelines for future needs.
• Leverage recruiting platforms, professional networks, referrals, and emerging sourcing channels.
• Evaluate source effectiveness and recommend where to invest recruiting time and resources.
• Ensure consistent, professional, and engaging candidate experience.

• Develop and maintain meaningful Talent Acquisition reporting and dashboards.
• Analyze recruiting metrics and trends to identify opportunities, risks, and process gaps.
• Monitor key metrics, including time-to-fill, time-to-start, source effectiveness, interview ratios, offer acceptance, quality of hire, recruiting volume, requisition aging, and pipeline activity.
• Translate data into actionable recommendations for HR and business leaders.
• Communicate recruiting trends, challenges, and opportunities to leadership.
• Use data to evaluate strategy effectiveness and adjust recruiting priorities.

• Build strong partnerships with managers and senior leaders.
• Act as a recruiting consultant and subject-matter expert.
• Meet regularly with leaders to understand upcoming hiring needs, organizational changes, and talent challenges.
• Set realistic expectations around candidate availability, compensation, timing, and recruiting strategy.
• Hold hiring managers accountable to agreed-upon timelines and processes.
• Provide market and recruiting insights that support informed hiring decisions.
• Anticipate future hiring needs and develop pipelines before roles become urgent.

• Evaluate and strengthen how NSD is represented to prospective employees.
• Partner with HR and internal…