Talent Acquisition Partner, Talent Advisor

About the Role

The Talent Acquisition Partner serves as a candidate‑facing recruiter and strategic talent advisor to business and operations leaders. In this role you will design and execute sourcing strategies, coach hiring managers, translate labor‑market insights into action, and deliver a standout candidate experience that reflects our values and employer brand. Success is measured by quality of hire, time to fill, candidate and hiring‑manager satisfaction, and process excellence. You will partner with plant and functional leadership to align hiring with workforce plans, production schedules, and critical capability needs. Conduct intake sessions that clarify success profiles, interview strategy, decision criteria, compensation ranges, and timelines, while advising on role design and structured interview methods that increase fairness and predictive validity. Convert labor‑market and competitor data into guidance on location strategy, talent availability, sourcing channels, and expected time‑to‑fill. Own the top‑of‑funnel recruiting strategy by defining ideal candidate profiles and building active talent pipelines through referrals, job boards, community partnerships, and targeted campaigns. Manage candidate flow through the ATS, ensure timely communications, and coordinate structured interview teams with guides and consistent assessment tools. Track and analyze recruiting metrics such as time‑to‑submit, time‑to‑slate, time‑to‑fill, pass‑through rates, source of hire, and early attrition. Identify bottlenecks, conduct root‑cause analysis, and implement countermeasures that improve speed and quality, while sharing market updates and hiring dashboards with stakeholders and recalibrating plans as conditions change. Design an inclusive candidate experience that is timely, respectful, and aligned to our values. Craft clear, inclusive job postings, represent the company at events and with community partners to diversify talent pools, and capture candidate feedback for continuous improvement. Apply relevant employment and recruiting policies, including EEO and OFCCP, maintain accurate documentation within the ATS, protect candidate data, and uphold confidentiality standards. Success in the first year is measured by meeting or exceeding time‑to‑fill targets for priority roles, improving quality of hire as shown by hiring‑manager satisfaction and early retention, achieving positive candidate and hiring‑manager feedback scores, maintaining clean and compliant ATS data with useful dashboards, and becoming a trusted advisor sought out repeatedly by leaders. • Serve as trusted talent advisor to plant and functional leaders, aligning hiring with workforce plans and production schedules. • Lead intake sessions to define success profiles, interview strategies, decision criteria, compensation ranges, and timelines. • Design and execute sourcing strategies, building active pipelines via referrals, job boards, community partnerships, and targeted campaigns. • Manage candidate flow in the ATS, ensure timely communications, and coordinate structured interview teams with consistent assessment guides. • Track and analyze recruiting metrics, identify bottlenecks, and implement data‑driven improvements to speed and quality. • Create an inclusive candidate experience, craft clear job postings, and represent the company at events to diversify talent pools. • Ensure compliance with EEO, OFCCP, and maintain accurate ATS documentation while protecting candidate confidentiality.

Key Responsibilities

• ▸talent advisory
• ▸sourcing strategy
• ▸ats management
• ▸metrics analysis
• ▸candidate experience
• ▸compliance

What You Bring

Required qualifications include four or more years of full‑cycle recruiting experience with a proven track record as an advisor to hiring managers, expertise in identifying scarce skill sets and building forward‑looking pipelines, and proficiency with ATS/CRM platforms such as Workday, Greenhouse, SuccessFactors, LinkedIn Recruiter, and Indeed. Strong communication, facilitation, and consultative influencing skills, along with the ability to interpret recruiting data and market insights, are essential. Preferred experience includes supporting multi‑site or high‑volume environments, French language proficiency, and hiring for manufacturing, supply chain, engineering, or operations roles across hourly and salaried positions. A bachelor’s degree in human resources, business, marketing, or a related field—or equivalent experience—is also desired. • Possess 4+ years of full‑cycle recruiting experience, strong consultative communication, and proficiency with ATS/CRM tools such as Workday, Greenhouse, and LinkedIn Recruiter. • Preferred experience includes multi‑site, high‑volume, manufacturing, supply chain, engineering, or operations hiring and French language proficiency. • Demonstrate business acumen, stakeholder management, project prioritization, and data‑driven problem solving.

Requirements

• ▸workday
• ▸greenhouse
• ▸linkedin recruiter
• ▸full‑cycle recruiting
• ▸4+ years
• ▸bachelor’s

Work Environment

Hybrid