Senior Talent Acquisition Partner

Talent Acquisition Strategy & Execution

Talent Acquisition Strategy & Execution
Own full cycle recruiting for all full-time roles from intake through onboarding, delivering a well-managed and high-quality hiring process;
Partner with leaders to define role requirements, align on what success looks like, and shape effective hiring strategies;
Lead structured intake conversations that clarify scope, expectations, and timelines before roles go to market;
Build and maintain proactive talent pipelines across key functions and priority roles;
Lead consistent and structured interview and selection processes that support strong hiring decisions;
Guide s offer strategy and closing conversations, ensuring alignment between candidate expectations and business needs;
Drive a timely, well managed hiring process, balancing speed with thoughtful decision making;
Create a consistent, high-quality experience for both candidates and hiring leaders grounded in clear communication, alignment, and follow through.

Part Time & Game Day Hiring

Part Time & Game Day Hiring
Lead end to end hiring for part time and game day roles across the organization;
Build and execute seasonal hiring plans aligned to staffing targets, timelines and operational needs;
Partner with departments to forecast hiring demand and ensure readiness ahead of the season;
Develop scalable approaches to high volume hiring and onboarding;
Ensure hiring efforts translate into a prepared, reliable workforce ready to support game day and event operations.

Strategic Partnership & Talent Insights

Strategic Partnership & Talent Insights
Serve as a trusted advisor to leaders on hiring needs, talent strategy, and market insights;
Partner with the People & Culture leadership on workforce planning and hiring priorities;
Provide insight into market competitiveness, including candidate expectations and compensation positioning;
Equip hiring leaders with clear expectations and guidance on effective interviewing and selection practices;
Leverage recruiting data and pipeline insights to track progress, identify gaps, improve outcomes;
Develop and maintain recruiting dashboards that provide clear, actionable visibility into pipeline health, hiring progress, and key trends;
Track and evaluate quality of hire indicators over time;
Continuously refine recruiting processes, tools and workflows to improve efficiency and consistency;
Represent the organization in the market and build relationships that strengthen our access to talent;
Support hiring practices that expand access to talent and ensure a fair and consistent process for all candidates;

Qualifications

• Bachelor’s degree in Human Resources, Business Administration or a related field, or equivalent combination of education and experience;
• 8-10 years of progressive talent acquisition experience with a strong track record recruiting for professional roles;
• At least 5 years of experience using compensation data and market insights to inform offer strategy and support competitive hiring decisions;
• Advanced proficiency with ATS and sourcing platforms, including iCIMS and LinkedIn Recruiter, with a strong working knowledge of how to build targeted pipelines, engage passive talent and drive efficient hiring outcomes;
• Experience operating as a senior individual contributor with ownership of recruiting end to end;
• Demonstrated ability to influence leaders and shape hiring decisions;
• Strong track record of building sourcing strategies, pipelines, and talent networks;
• Deep understanding of talent markets, candidate behavior, and recruiting best practices;
• Ability to use data and insights to guide hiring strategy and improve results;
• Experience advising on offer strategy, candidate closing, and navigating complex hiring decisions;
• Strong organization and project management skills with the ability to manage multiple priorities;
• Knowledge of employment laws and compliance requirements.

Nice to Have

• Experience in sports, entertainment, hospitality, or live event environments;
• Experience supporting high volume or seasonal hiring models;
• Familiarity with professional sports organizations;
• SHRM-CP, SHRM-SCP, or SPHR certification;
• Additional training or certification in sourcing, recruiting technology, or talent analytics.