Talent Acquisition Business Partner

Job Purpose

The Talent Acquisition Business Partner is responsible for developing and executing recruitment strategies to attract top talent, ensuring a strong pipeline of qualified candidates. This role involves full-cycle recruitment, headhunting, and leveraging sourcing tools to identify, engage, and hire candidates across various departments and levels. Additionally, the role includes managing a small team of 1-2 junior recruiters and acting as the primary liaison with external recruitment agencies to enhance sourcing strategies and hiring outcomes.

The ideal candidate is proactive, entrepreneurial, and brings innovative ideas to the table to continuously improve recruitment processes and employer branding. They will also collaborate closely with the Marketing team to ensure the use of the right recruitment marketing channels and contribute to the design of the employer branding and talent attraction strategy.

Experience in recruiting tech roles (e.g., Data Engineers, Cloud Engineers, Software Developers) is highly valued, as the company aims to strengthen its digital and technology talent pipeline.

This role reports to the VP of HR and requires close collaboration with leadership, hiring managers, and cross-functional teams to optimize recruitment efforts.

Key Responsibilities

1. Full-Cycle Recruitment: Manage end-to-end recruitment, including sourcing, screening, interviewing, and hiring candidates.
2. Headhunting & Sourcing: Utilize LinkedIn Recruiter, job boards, networking, and other sourcing tools to attract both active and passive candidates.
3. Stakeholder Collaboration: Work closely with hiring managers to understand job requirements and provide strategic hiring insights.
4. Tech Recruitment Expertise: Identify and attract top-tier tech talent, particularly in Data Engineering, Cloud Engineering, and Software Development, using specialized sourcing strategies.
5. Team Leadership: Supervise, mentor, and develop a small team of junior recruiters, ensuring effective coordination and execution of hiring strategies.
6. Agency Liaison: Build and maintain strong relationships with external recruitment agencies, ensuring alignment with company hiring needs and negotiating favorable terms.
7. Recruitment Analytics: Track and analyze recruitment metrics to measure effectiveness and improve processes.
8. Candidate Engagement: Ensure a seamless and positive candidate experience, from initial outreach to onboarding.
9. Marketing & Employer Branding Collaboration: Work with the Marketing team to define and optimize recruitment marketing channels, contribute to employer branding initiatives, and support the development of talent attraction campaigns.
10. Market Benchmarking: Research and advise on salary trends to maintain competitive compensation packages.
11. Proactive Process Improvement: Identify opportunities to enhance recruitment strategies, implement innovative solutions, and improve efficiency.
12. Compliance & Best Practices: Ensure all hiring processes align with company policies and labor laws.
13. Industry Trends: Stay updated on emerging recruitment technologies and best practices to enhance hiring strategies.

Requirements

Qualifications

1. Bachelors degree in Business, HR, or a related field.
2. Professional certifications such as CIPD, SHRM (preferred).

Experience

1. At least 6 years of experience in talent acquisition, preferably within a professional services or consulting firm.
2. Proven track record of headhunting and direct sourcing for niche and senior-level roles.
3. Experience in managing or mentoring junior recruiters.
4. Strong expertise in LinkedIn Recruiter and other sourcing platforms to proactively identify top talent.
5. Significant experience in working with and managing external recruitment agencies to support hiring efforts.
6. Experience in recruiting for tech roles such as Data Engineers, Cloud Engineers, and Software Developers is highly valued.
7. Experience collaborating with Marketing teams to optimize employer branding and recruitment marketing strategies.
8. Strong experience in recruitment analytics to track hiring performance and optimize strategies.

Key Skills & Competencies

1. Proactive & Entrepreneurial Mindset: Ability to anticipate hiring needs, propose new ideas, and drive recruitment innovation.
2. Leadership & Team Management: Ability to mentor and develop junior recruiters.
3. Performance-Oriented: Ability to meet hiring deadlines while maintaining quality.
4. Stakeholder Management: Excellent communication and interpersonal skills to engage with leadership, hiring managers, and external partners.
5. Strategic Thinking: Ability to align recruitment strategies with business objectives and employer branding initiatives.
6. Marketing Collaboration: Understanding of recruitment marketing and employer branding best practices.
7. Data-Driven Decision-Making: Uses recruitment analytics to improve hiring outcomes.
8. Agency Partnership Management: Strong ability to coordinate with external recruitment agencies to maximize sourcing efficiency.
9. Tech Recruitment Expertise: Ability to attract top technology talent and understand key industry trends is valuable.

This role is ideal for a strategic recruiter with strong headhunting skills, experience in leading a small team, and the ability to proactively drive recruitment innovation while closely collaborating with Marketing and HR leadership.