Talent Acquisition Partner

The Talent Acquisition Partner is responsible for executing the full-cycle recruiting and engagement process for roles at all levels. The Talent Acquisition Partner ensures effective candidate care through sourcing, recruiting, phone screening, interview coordination, and communication, including appropriate follow-up with all candidates. The role actively engages in research and relationship development with sources for active and passive candidate recruiting, including sources that help strengthen workforce diversity.

Additional responsibilities range from Human Resources Information System (HRIS) and Applicant Tracking System (ATS) administration to onboarding, engagement, retention, policy administration, metrics and reporting, and employment law compliance, all performed with the confidentiality and professional collaboration necessary for Human Resources (HR)-related duties. Daily activities align with the strategic and operational goals of the organization.

This position requires an experienced talent acquisition professional who is committed to serving as a subject matter expert (SME) for HR leadership and key stakeholders by advising, influencing, and providing sound recommendations and programs to attract and retain a high-performing workforce.

• Build and maintain an agile and successful recruiting process, including the use of social and digital technologies, that attracts top talent and supports a diverse workforce. Collaborate to create clear, consistent messaging that strengthens the organization’s employment brand.
• Partner with key stakeholders and build relationships to identify necessary strategies and creative methods for addressing immediate and long-term hiring needs.
• Make informed selection recommendations to hiring managers.
• Apply effective negotiation skills and knowledge of compensation trends.
• Provide staffing updates to internal stakeholders on a regular cadence.
• Ensure recruiting practices comply with applicable equal employment opportunity laws and organizational policies, and support outreach efforts that attract a broad pool of qualified candidates.
• Educate hiring managers and other employees about labor market trends and role requirements to support the successful recruitment and placement of diverse, qualified candidates.
• Research and recommend new sources for active and passive candidate recruiting, including sources that can strengthen relationships, enhance workforce diversity, and improve efficiency through tools such as AI.
• Build and maintain relationships with educational institutions, professional associations, community organizations, workforce agencies, and other organizations to position Life Source as an employer of choice and increase the diversity of the candidate pool.
• Actively share the organization’s mission with identified partner organizations to develop a pipeline of current and future candidates.
• Cultivate the candidate pipeline, using innovative ways to reach active and passive candidates.
• Identify and analyze employment trends and recommend changes to recruitment and retention strategies.
• Collaborate with the hiring manager and the People & Culture Director to develop an actionable recruitment strategy.
• Develop comprehensive job postings for distribution through appropriate job boards, professional networks, and the organization’s website. Collaborate with Communications Team colleagues to create engaging, visually appealing advertisements and flyers that connect candidates with the mission and capture their attention.
• Define a legally compliant and timely set of job-specific prescreening questions within the ATS that aligns with the job-posting process.
• Engage with staffing and recruiting…