Talent Acquisition Consultant
Listed on 2026-08-09
-
HR/Recruitment
Recruiter / Talent Acquisition, HR Generalist / Talent Management
Position Information
Hiring Department
:
Office of Human Resources
Reports To
:
Director of Compensation and Talent Strategy
Job Location
:
On-Site, El Paso, TX
Posting End Date
:
Open until filled. This posting may close once a sufficient number of qualified applications have been received.
Hours
: 40 hours per week, standard Monday
- Friday 8:00am- 5:00pm
FLSA status
:
Exempt
Earliest Start Date
:
As soon as possible.
Salary
: $50,000 annually
- Resume
- List of three references (Preferred)
The Talent Acquisition Consultant serves as a strategic partner within the Human Resources department, focusing on guiding and supporting all aspects of the recruitment life cycle. This role is responsible for tailor recruiting and skilling strategies that challenge high turnover, skills shortages, workforce productivity, and varied learning needs.
Collaborate closely with hiring managers to understand their workforce planning needs, identify position requirements, and align recruitment strategies with departmental and institutional goals. Assist in requisition development, sourcing strategy design, candidate pipeline management, and interview process coordination to ensure an efficient, equitable, and compliant hiring experience.
Through consultation, best-practice guidance, and hands-on operational support, Talent Acquisition helps departments attract, evaluate, and hire high-quality candidates while promoting a consistent and positive experience for applicants and hiring teams across the university
Statement Of Duties And Responsibilities Consultation – 40%- Lead strategic hiring manager meetings by translating departmental goals into hiring plans, operational objectives, addressing recruitment challenges.
- Advise hiring managers on workforce planning to include internal mobility, and succession pipelines.
- Develop recruitment strategies by conducting strong intake and strategy meetings to align with competencies, hiring timelines, and market realities.
- Develop and share talent acquisition reports – analyze internal and external workforce data to provide insights for strategic hiring decisions. Understanding current talent, identifying future skills needs.
- Optimize recruitment, development and retention strategies by utilizing dashboards to support leadership decisions.
- Provide expert guidance on job design, leveling, compensation trends, and competitive insights.
- Manage end-to-end recruitment for assigned roles, ensuring an efficient, equitable, and high-quality selection process.
- Manage expectations through regular updates, data-driven insights, and clear communication on recruiting progress.
- Provide advice to hiring managers on behavioral and competency based interviewing strategies that align to job requirements.
- Provide guidance with capacity-building sessions in developing trust and credibility for hiring managers.
- Collaborate with HR leadership to identify departmental needs and recommend strategies for organizational development and workforce planning.
- Build and maintain multi-channel recruitment strategies - networking, digital outreach, such as (Linked In, job boards, referrals, social media, niche sites)
- Track, analyze, and present recruiting data such as time-to-fill, source effectiveness, and candidate experience metrics.
- Conduct market research, talent mapping, and competitive analysis to identify high-value candidate pools.
- Maintain a strong presence on professional networking platforms to boost visibility and engagement.
- Serve as an advocate for employee value proposition by incorporating a unique candidate/employee experience, ensuring timely communication, transparency, and empathy throughout every stage of the hiring lifecycle.
- Design and execute personalized candidate journeys for high-impact roles, including pre-interview preparation and post-interview engagement.
- Monitor candidate feedback (ex: net promoter surveys, satisfaction surveys) and implement improvements to reduce friction and promote a positive hiring experience.
- Implement service level agreements-based communications (acknowledgement, status updates, feedback timelines)…
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