Talent Acquisition Business Partner - Western

The Talent Acquisition Business Partner (TABP) serves as a strategic advisor to Business Leaders and HR partners, delivering talent strategies that enable the organization to attract, hire, and retain top talent. This role combines consultative partnership, advanced sourcing expertise, labor market insights, and process excellence to ensure the recruiting function supports long‑term business objectives. The TABP influences decision‑making, leads full‑cycle recruitment for key roles, and drives initiatives that strengthen the employer brand and overall talent acquisition function.

This is a remote role in the Mountain or Pacific Time Zone.

• Builds trusted relationships with Business Leaders to understand workforce needs, team dynamics, skill requirements, and long‑term hiring strategies.
• Advises leaders on organizational design, talent market conditions, competitive intelligence, and hiring trends.
• Facilitates strategic workforce planning conversations and aligns recruiting strategies to business goals.
• Partners with HR Business Partners to ensure seamless talent planning and execution.
• Lead Talent Supply‑Demand Calls

• Leads end‑to‑end recruitment for high‑impact, critical, or niche roles across assigned business units.
• Develops customized sourcing strategies using market data, talent mapping, and multichannel tools.
• Conducts candidate assessments using competency‑based and behavioral interviewing techniques.
• Influences decision‑making around candidate selection, offer recommendations, and hiring timelines.

• Builds and maintains proactive pipelines for current and future hiring needs.
• Uses advanced sourcing techniques, including research, direct outreach, competitive talent intelligence, and passive candidate engagement.
• Identifies new sourcing channels and evaluates current recruitment tools for effectiveness.

• Leads offer development conversations with hiring leaders, ensuring alignment with compensation guidelines, internal equity, budget, and market factors.
• Partners with compensation and HR teams to build competitive, equitable offers.
• Manages candidate negotiations and drives successful offer acceptance outcomes.

• Drives continuous improvement initiatives to enhance candidate experience, hiring manager capability, and TA process efficiency.
• Ensures high‑quality data management within the ATS and provides insights through dashboards, reporting, or analytics.
• Ensures full compliance with federal, state, and local employment regulations as well as company policies.

• Represents the organization at career fairs, networking events, industry conferences, and community partnerships.
• Partners with internal communications and marketing to strengthen employer brand visibility and talent‑focused messaging.
• Enhances candidate experience through thoughtful, consistent communication and engagement.

• Coach and/or supervise recruiters or serve as a subject matter expert within the TA team.
• Coaches hiring managers on interviewing best practices, selection methods, and inclusive hiring strategies.
• Partners with HR, DE&I, Compensation, and Learning & Development to implement holistic talent strategies.

• Performs additional duties, projects, or initiatives as required to support organizational priorities.

• Proven experience in full‑cycle recruiting with increasing responsibility, ideally supporting multiple business units or specialty areas.
• Strong consultative and relationship‑building skills with the ability to influence stakeholders at all levels.
• High proficiency with ATS platforms and Microsoft Office Suite (Outlook, Word, PowerPoint, Publisher), plus advanced Excel skills.
• Strong analytical skills with the ability to leverage data for decision‑making.
• Excellent written, verbal, and interpersonal communication skills.
• Strong organizational and time‑management skills; ability to prioritize in a fast‑paced environment.
• High…