Talent Acquisition Partner Rockmart, GA

The Talent Acquisition Partner is a strategic recruiting partner responsible for identifying, attracting, and hiring exceptional talent across the organization. This role partners closely with business and HR leaders to translate workforce needs into effective talent acquisition strategies.

This role will focus on quality of hire, proactive talent pipelines, critical and hard-to-fill positions, and an exceptional candidate and hiring-manager experience.

The ideal candidate combines strong recruiting expertise with business acumen, data-driven decision-making, and the ability to influence leaders. This individual understands the unique talent demands of aerospace and manufacturing environments and can recruit effectively across technical, professional, operational, and leadership functions. This is a remote opportunity.

• Manage full-cycle recruiting for assigned functions and locations, from workforce need identification through offer acceptance and onboarding transition.
• Recruit across a diverse portfolio of positions, including engineering, manufacturing, operations, quality, supply chain, program management, finance, HR, IT, and leadership roles.
• Develop customized sourcing and recruiting strategies for critical, specialized, and difficult-to-fill positions.
• Leverage multiple sourcing channels, including Linked In, professional networks, industry associations, employee referrals, universities, technical schools, military/veteran organizations, and direct sourcing.
• Conduct effective candidate screening and assessment to ensure alignment with technical requirements, organizational values, and long-term potential.
• Manage the offer process in partnership with HR and hiring leaders, including compensation alignment, candidate negotiations, and closing strategies.
• Maintain relationships with high-potential candidates for future opportunities.

• Serve as a trusted talent advisor to hiring managers, HR, and business leaders.
• Develop a strong understanding of assigned business areas, including organizational structure, workforce capabilities, business priorities, and future talent requirements.
• Partner with leaders to define position requirements and distinguish essential capabilities from preferred qualifications.
• Challenge and influence hiring decisions when appropriate to improve candidate quality and organizational outcomes.
• Participate in workforce planning discussions to anticipate future hiring requirements and identify potential talent risks.
• Recommend internal versus external talent strategies based on business needs and available capabilities.

• Deliver a professional, responsive, and consistent candidate experience throughout the recruiting process.
• Establish clear expectations with hiring managers regarding recruiting timelines, interview responsibilities, candidate feedback, and selection decisions.
• Facilitate effective interview and selection practices and coach hiring managers on candidate assessment.
• Ensure candidates receive timely communication and understand the organization, position, culture, and employment proposition.
• Represent the company and its culture authentically throughout the recruiting process.

• Track and analyze recruiting metrics to evaluate effectiveness and identify opportunities for improvement.
• Monitor metrics such as time to fill, time to slate, offer acceptance rate, source effectiveness, quality of hire, candidate experience, hiring-manager satisfaction, and recruiting costs.
• Use recruiting data to identify trends and recommend changes to sourcing strategies or hiring processes.
• Partner with HR leadership to…