Talent Business Partner, Central Sourcing Engine

Role Summary
The Talent Business Partner (TBP) serves as the strategic talent advisor and primary Talent Acquisition point of contact for the Central Sourcing Engine (CSE) team for OCI North America. The role enables a streamlined approach to Software Development Engineer (SDE) hiring across all OCI teams in North America and partners closely with Recruiting Managers, Sourcing Recruiters, and Talent Advisor Program Managers. This role acts as the primary closing recruiter for all CSE offers which includes offer creation and negotiation. the implementation and maintenance of functional business programs.
Minimum Qualifications: A minimum of 12 years combined experience with project management, data analysis and direct business experience within a specialized function. Preferred Qualifications: Bachelor's degree in Business Administration, Management or related field. PMP / Scrum Master certification. Proven ability to work cross-functionally with functional and technical teams. Experience with building and managing reporting tools to support Programs; such as scorecards and KPI metrics to further drive insights around our program strategy. Demonstrated ability to balance quantitative and qualitative metrics to provide a holistic viewpoint. Expert level experience with Excel, creating dynamic pivot reports and data visualization. Ability to influence through data visualization and interpretation. Must be self-directed and able to work independently as well as in a team environment. Must be comfortable working in ambiguous situations. Excellent interpersonal skills. Depending on the job there may be additional minimum requirements and/or preferred qualifications.
Key Responsibilities
Strategic Talent Partnership
Serve as the primary talent advisor and closing recruiter for inclined CSE candidates.
Partner with business leaders and Recruiting Managers to understand workforce plans, hiring forecasts, role requirements, and critical staffing needs.
Provide market intelligence, talent mapping, compensation trends, benchmarking, and competitive insights to inform hiring decisions.
Identify recurring process friction and implement practical solutions that improve hiring velocity and stakeholder experience.
Hiring Strategy and Execution
Partner with Sourcing Recruiters to deliver inclined candidates via a weekly hiring blitz model, ensuring that pipelines align with required skills, leveling, and location.
Monitor funnel health, conversion trends, candidate feedback, and time-to-fill risks; intervene proactively to remove bottlenecks.
Drive timely hiring decisions and escalate barriers affecting priority or business-critical roles.
Candidate Engagement and Experience
Lead candidate engagement and closing strategies for qualified candidates, including addressing questions, concerns, and barriers throughout the hiring process.
Partner with hiring teams to develop effective offer strategies and support offer acceptance.
Ensure a consistent, equitable, and high-quality candidate journey; resolve escalations and experience blockers.
Coach hiring managers on interviewing, decision-making, candidate assessment, and candidate experience best practices.
Qualifications
15+ years of experience in talent acquisition, recruiting, talent advisory, HR business partnership, or a related field.
Demonstrated ability to build trusted partnerships with hiring managers, senior business leaders, and cross-functional stakeholders.
Experience managing candidate relationships, offer strategy, and candidate closing.
Strong consultative, communication, influencing, project-management, and problem-solving skills.
Ability to interpret recruiting data and translate findings into clear recommendations and action plans.
Ability to manage multiple priorities across locations in a fast-paced environment.