Sr. Partner, Talent Acquisition

The Sr. Partner, Talent Acquisition role is a strategic talent acquisition leader responsible for driving full-cycle recruitment from initial position creation and sourcing through offer negotiation and close. This role owns complex, up to executive-level and specialized searches across the enterprise, acting as a trusted advisor to hiring managers and senior leadership while partnering closely with HR Business Partners, Compensation, Legal, and leadership to deliver a seamless, equitable, and high-touch hiring experience.

Success in this role requires deep consultative skill, sound judgment in high-stakes compensation conversations, and the ability to represent the DIRECTV employer brand at every touchpoint.

• Own the entire recruiting lifecycle end-to-end — intake, sourcing, pipeline development, screening, interview coordination, offer construction, negotiation, and close — for executive, leadership, and highly specialized roles.
• Lead intake and calibration sessions with hiring managers to define role scope, must-have competencies, market realities, and search strategy before sourcing begins.
• Proactively source passive candidates through a diverse mix of channels, including job boards (Linked In Recruiter, industry-specific boards), Boolean and X-ray search techniques, established professional networks, alumni and industry associations, employee referrals, social media, and direct outreach/cold recruiting.
• Cultivate and maintain a personal network of industry contacts, subject matter experts, and past candidates to cultivate an "always-on" talent bench.
• Continuously nurture talent pipelines through proactive sourcing, market mapping, competitive intelligence, professional networking, and external agency/search firm partnerships where appropriate.
• Manage requisition workflow, job posting strategy, and candidate flow within Workday ATS/HRIS, ensuring accurate data, reporting, and pipeline visibility.
• Design and execute structured interview and assessment processes that ensure consistency, reduce bias, and support sound hiring decisions.
• Monitor and report weekly on requisition volumes and activity, pipeline health, time-to-fill, source effectiveness, and other critical metrics; adjust strategy proactively based on data.

• Serve as the primary strategic advisor and point of contact for hiring managers throughout the search, providing regular pipeline updates, market insights, and coaching on interview and selection best practices.
• Facilitate structured debriefs and decision-making conversations to drive timely, well-reasoned outcomes.
• Maintain transparent, timely, and high-touch communication with candidates at every stage, ensuring a consistent and positive experience regardless of outcome.
• Engage and nurture passive candidates over extended timelines through relationship-based, consultative outreach — building trust well before a role is ready to be filled.
• Manage sensitive or difficult conversations with poise — including declined offers, competing-offer situations, internal mobility conflicts, and rejection feedback — while protecting the company's brand and reputation.
• Act as a credible brand ambassador, articulating company mission, culture, and value proposition persuasively to passive and active candidates, including senior executives.

• Serve as a recognized leader within the Talent Acquisition team by modeling best practices, elevating peer performance, sharing expertise, and helping drive team priorities and positive outcomes without direct people-management responsibility.
• Partner closely with Compensation to structure competitive offers with a total…