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Key Responsibilities and Required Skills for Talent Acquisition Business Partner

💰 $70,000 - $150,000

Human ResourcesRecruitingTalent Acquisition

🎯 Role Definition

The Talent Acquisition Business Partner (TA BP) is a strategic recruiting leader embedded with one or more business units, accountable for designing and delivering workforce plans, executing full life-cycle recruitment, elevating the employer brand, and using data to influence hiring decisions. This role acts as the primary talent advisor to hiring managers, translating business objectives into talent strategies that increase quality-of-hire, reduce time-to-fill, and improve candidate experience while ensuring compliance and equitable hiring practices.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Senior Recruiter or Lead Recruiter with full-cycle experience
  • HR Generalist or HR Business Partner with recruiting exposure
  • Talent Sourcer or Recruitment Coordinator promoted to strategic recruiting role

Advancement To:

  • Senior Talent Acquisition Business Partner / Lead TA BP
  • Head of Talent Acquisition / Director of Talent Acquisition
  • HR Business Partner (senior) or Talent Strategy Manager

Lateral Moves:

  • Talent Acquisition Manager
  • Diversity, Equity & Inclusion (DEI) Program Lead
  • Employer Brand / Recruitment Marketing Manager

Core Responsibilities

Primary Functions

  • Act as the strategic recruiting partner for designated business units: develop and maintain proactive workforce plans, hiring forecasts, and role prioritization in alignment with business goals and budget constraints.
  • Own full-cycle recruitment for assigned functions, from intake and role design through sourcing, interviewing, offer management, and closed requisitions, ensuring a consistent and high-quality candidate experience.
  • Collaborate closely with hiring managers to define role profiles, success criteria, and interview scorecards; coach managers on competency-based interviewing, unbiased decision-making, and candidate assessment best practices.
  • Build and maintain strong, diverse talent pipelines using market mapping, direct sourcing, talent pools, and continuous engagement strategies for critical and hard-to-fill roles.
  • Drive sourcing strategy using a mix of channels including LinkedIn Recruiter, Boolean search, employee referrals, niche job boards, third-party agencies, and internal mobility to optimize cost and speed.
  • Lead offer strategy and negotiation to secure top talent, partnering with compensation partners and hiring managers to produce competitive, equitable offers and acceptance outcomes.
  • Manage the candidate lifecycle in the ATS (e.g., Greenhouse, Lever, Workday): ensure accurate job postings, candidate tracking, compliance documentation, and timely communications.
  • Use recruiting metrics and analytics (time-to-fill, time-to-hire, source-of-hire, quality-of-hire, pipeline conversion rates, diversity metrics) to diagnose process bottlenecks and present actionable insights to business leaders.
  • Implement continuous process improvements across the recruiting funnel, including interview debriefs, panel calibration, and feedback loops, to increase hiring velocity and candidate quality.
  • Own recruitment-related stakeholder communications including hiring forecasts, weekly status updates, candidate shortlist reviews, and executive-level hiring summaries.
  • Partner with Compensation & Benefits and HR Ops to conduct market salary benchmarking, create pay recommendations, and ensure internal equity and compliance in offers.
  • Design and execute targeted recruitment campaigns and employer branding initiatives with Marketing/Employer Brand teams to increase awareness and inbound interest for prioritized roles and business-critical skills.
  • Drive diversity hiring goals by partnering with diversity programs, affinity groups, and external diversity-focused organizations; implement inclusive sourcing tactics and structured interviewing to mitigate bias.
  • Manage agency and contingency vendor relationships, negotiating rates, SLAs, and managing vendor performance to ensure ROI and compliance with procurement policies.
  • Lead candidate experience initiatives, ensuring timely communication, clear interview logistics, and a positive employer impression from first contact through onboarding.
  • Coordinate with People Operations and Hiring Managers to ensure smooth candidate-to-employee handoffs, pre-boarding and onboarding checklists, and first 90-day success planning.
  • Train hiring managers and interviewers on interview techniques, unconscious bias, legalities of interviewing, and how to provide consistent, structured feedback to accelerate hiring decisions.
  • Conduct talent market research and competitive intelligence, synthesizing trends, skills availability, and salary movements to inform hiring strategies and workforce planning.
  • Manage complex, senior-level and executive hiring processes, including stakeholder alignment, assessment design, interview panels, and confidential candidate handling.
  • Serve as escalation point for candidate or hiring manager concerns, resolving offer declines, counter-offers, and recruitment process gaps with diplomacy and business context.
  • Maintain full compliance with employment laws, internal policies, and regional hiring regulations; oversee background checks, work eligibility verification, and document retention practices.
  • Develop and maintain employer branding collateral for role families and create role-specific recruitment messaging to improve candidate engagement and conversion.
  • Facilitate talent mobility and internal mobility programs: review internal candidates, advise managers on redeployment opportunities, and track career progression metrics.
  • Participate in campus recruiting, hiring events, and career fairs to source emerging talent, deliver employer talks, and build long-term pipelines for early-career hiring.
  • Contribute to workforce contingency planning for surge hiring, seasonal recruitment, or critical project staffing by building scalable sourcing and assessment frameworks.

Secondary Functions

  • Partner with HR Analytics to build dashboards and recruitment reports that enable predictive hiring and deeper insights into recruitment ROI.
  • Support leadership programs and succession planning by identifying high-potential talent externally and internal bench strength.
  • Lead or contribute to cross-functional projects such as ATS migrations, interview automation, recruitment marketing campaigns, and candidate CRM implementation.
  • Assist in vendor selection and onboarding for tools (sourcing platforms, assessment vendors, video interviewing) and negotiate contracts to maximize value.
  • Serve as a subject-matter expert on best-practice hiring processes and support rollout of new recruiting policies and systems across the organization.
  • Provide ad-hoc market intelligence and hiring feasibility analyses to support new product launches, geographic expansions, or new capability build-outs.
  • Help design and run recruiter enablement and continuous learning sessions to ensure consistent skills and processes across the TA team.
  • Represent the company at industry events, networking groups, and external talent communities to expand sourcing channels and strengthen brand recognition.
  • Support employer awards submissions and recognition programs that increase external visibility and hiring attractiveness.
  • Assist with compliance audits and internal process documentation to ensure recruitment practices meet legal and regulatory standards.

Required Skills & Competencies

Hard Skills (Technical)

  • Full-cycle recruiting expertise across technical and non-technical roles, including senior and executive search.
  • Advanced sourcing techniques: Boolean search, X-ray, social recruiting, talent mapping, and passive candidate engagement.
  • Applicant Tracking System (ATS) proficiency (Greenhouse, Lever, Workday, iCIMS or equivalent) with experience in data hygiene and workflow optimization.
  • Experience with recruiting tools and CRMs (LinkedIn Recruiter, Hiretual, Gem, Entelo) and recruitment marketing platforms.
  • Competency in workforce planning and headcount modeling; ability to translate business plans into hiring roadmaps.
  • Data literacy: ability to analyze recruiting KPIs, build dashboards in Excel, Google Sheets, or BI tools (Tableau, Looker, Power BI) and draw actionable insights.
  • Salary benchmarking and compensation structuring experience; familiarity with market pricing tools and compensation philosophy alignment.
  • Experience managing agency partners, RPOs, or external search firms including contracting, SLAs, and performance evaluation.
  • Familiarity with behavioral and structured interview design, competency frameworks, and candidate assessment best practices.
  • Knowledge of employment law basics, background check processes, and regional compliance requirements.

Soft Skills

  • Strategic partnering and stakeholder management: ability to influence senior leaders and translate business needs into hiring action.
  • Exceptional communication and storytelling skills to sell roles and the employer brand to diverse candidate audiences.
  • Strong negotiation skills with tact to close offers and manage counter-offers.
  • High emotional intelligence and candidate-centric mindset; ability to manage sensitive conversations and confidential searches.
  • Project management and prioritization skills to juggle multiple requisitions, stakeholders, and deadlines.
  • Analytical and problem-solving mindset to identify process inefficiencies and implement scalable solutions.
  • Coaching and facilitation skills to train hiring managers and interviewer panels.
  • Resilience and adaptability in dynamic hiring environments with shifting priorities.
  • Collaboration and teamwork orientation—works cross-functionally across HR, People Ops, and business leaders.
  • Commitment to equitable and inclusive hiring practices and continuous improvement.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's degree or equivalent practical experience in Human Resources, Business Administration, Psychology, Communications, or a related field.

Preferred Education:

  • Bachelor’s degree in HR, Organizational Psychology, Business, or related field; MBA or relevant advanced degree and/or HR certification (SHRM-CP/SHRM-SCP, PHR, AIRS) is a plus.

Relevant Fields of Study:

  • Human Resources Management
  • Organizational Psychology
  • Business Administration
  • Communications
  • Industrial/Organizational Psychology

Experience Requirements

Typical Experience Range: 4–8+ years of progressive recruiting experience, including full-cycle recruitment and stakeholder partnership.

Preferred:

  • 6+ years of recruiting experience with at least 2–3 years as a strategic TA Business Partner or hiring lead supporting mid-to-senior level hiring.
  • Demonstrated track record in scaling recruiting processes for high-growth or matrixed organizations, with measurable improvements in hiring KPIs and diversity outcomes.
  • Experience recruiting for technical roles or specialized functions, and experience in at least one global market is preferred.
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