Talent Acquisition-Partner-Corporate-Support Division-HR-Talent Acquisition

Talent Acquisition Partner
Role Summary
The Senior Talent Acquisition Partner is responsible for leading end-to-end recruitment while driving hiring strategy, managing stakeholder relationships, and mentoring the TA team. This role plays a critical part in scaling the organization by building strong talent pipelines and implementing effective sourcing and hiring frameworks aligned with business growth objectives.
Key Responsibilities
Strategic Hiring & Workforce Planning
Partner with business leaders and stakeholders to understand current and future hiring needs
Develop and execute hiring strategies aligned with organizational growth plans
Forecast talent requirements and build proactive talent pipelines
Team Leadership & Management
Lead, mentor, and manage a team of Talent Acquisition Specialists/Recruiters
Set performance metrics, monitor team productivity, and drive recruitment excellence
Provide coaching on sourcing techniques, candidate engagement, and stakeholder management
End-to-End Recruitment Ownership
Oversee full-cycle recruitment including sourcing, screening, interviewing, and offer management
Ensure a seamless and positive candidate experience across all hiring stages
Drive consistency and best practices across recruitment processes
Sourcing Strategy & Employer Branding
Design innovative sourcing strategies using job boards, social media, professional networks, and referrals
Strengthen employer branding initiatives to attract top talent
Build and maintain talent pipelines for critical and niche roles
Stakeholder Management
Act as a trusted advisor to hiring managers on talent availability, market trends, and hiring strategies
Collaborate cross-functionally with business units and HR teams to ensure alignment
Data, Reporting & Process Excellence
Track recruitment metrics (time-to-hire, quality-of-hire, pipeline health)
Maintain accurate records in applicant tracking systems (ATS)
Identify process improvements to enhance efficiency and effectiveness
Skills & Qualifications
Proven experience in full-cycle recruitment, preferably in a senior or leadership role
Strong experience in team management and mentoring recruiters
Deep expertise in sourcing strategies, talent mapping, and pipeline development
Excellent stakeholder management, communication, and interpersonal skills
Proficiency with Applicant Tracking Systems (ATS) and social media recruiting tools
Strong analytical mindset with the ability to leverage recruitment data for decision-making
MBA / Bachelor’s degree in Human Resources, Business Administration, or a related field preferred
Preferred Competencies
Strategic thinking with a problem-solving mindset
Ability to work in a fast-paced, high-growth environment
Strong negotiation and influencing skills
Focus on enhancing candidate and hiring manager experience

Work arrangement
No