Talent Acquisition Business Partner

The Talent Acquisition Business Partner is a recruiting professional within the U.S. Talent Acquisition Hub who leads full life cycle recruitment and serves as a trusted advisor to hiring managers and business leaders across Safran. This role develops a strong understanding of assigned business areas, workforce priorities, and talent markets in order to deliver thoughtful recruiting strategies and high-quality hiring outcomes.

The Talent Acquisition Business Partner manages searches from intake through offer and pre-employment transition, while providing hiring managers with guidance on role definition, sourcing strategy, candidate assessment, market conditions, selection decisions, and the overall candidate experience. The successful candidate combines hands‑on recruiting expertise with consultative business partnership, sound judgment, data‑driven decision‑making, and a commitment to consistent, compliant, and inclusive hiring practices.

Lead full life cycle recruitment for assigned U.S. business units, functions, and locations, from requisition intake and sourcing through interviews, selection, offer, and pre‑employment transition.

Build trusted partnerships with hiring managers, HR Business Partners, and business leaders by understanding organizational priorities, workforce plans, role requirements, and the capabilities needed for current and future success.

Conduct effective intake meetings and translate business needs into clear position profiles, recruiting strategies, candidate success criteria, and realistic hiring timelines.

Advise hiring managers on talent availability, labor market conditions, competitive positioning, compensation considerations, interview practices, candidate evaluation, and hiring risks.

Develop role‑specific sourcing strategies based on the intake discussion, required capabilities, target talent profile, location, labor‑market conditions, diversity objectives, and anticipated hiring challenges.

Build and maintain market maps and targeted prospect lists using direct sourcing, professional networks, employee referrals, internal talent, alumni communities, job boards, social platforms, industry associations, academic partnerships, hiring events, and other relevant channels.

Create tailored candidate outreach that communicates Safran's employee value proposition, role impact, career opportunity, and business context, and adjust messaging based on response and conversion data.

Use Boolean search, talent intelligence, competitor research, geographic analysis, and available sourcing technologies to identify active and passive candidates for specialized, technical, and hard‑to‑fill positions.

Develop sustainable talent pipelines for recurring or critical skill areas, maintain meaningful engagement with prospects, and partner with business leaders on proactive talent planning ahead of approved openings.

Evaluate sourcing‑channel effectiveness by tracking candidate quality, response rates, conversion rates, time to slate, and hires by source, and redirect effort or investment when results do not meet expectations.

Identify, engage, screen, and assess qualified candidates, presenting balanced and evidence‑based recommendations to hiring teams.

Guide hiring managers through structured, consistent, and effective interview and selection processes, including interview planning, interviewer preparation, and candidate debriefs.

Maintain proactive communication with candidates and stakeholders, ensuring transparency, responsiveness, and a positive experience throughout the recruiting process.

Lead offer development and closing activities in partnership with hiring managers, HR, and…