Talent Acquisition Business Partner

About the role

The Talent Acquisition Business Partner provides strategic leadership and oversight of the City’s talent acquisition function, partnering with hiring managers to anticipate workforce needs, develop talent pipelines, and ensure effective strategies to attract and select qualified talent for current and future staffing needs.

Responsibilities

• Develops and implements recruitment and employment branding strategies in collaboration with Marketing & Communications, department staff, and key stakeholders, leveraging digital platforms, social media, and professional standards.
• Monitors recruitment activity and outcomes and works with the TA Analyst to ensure timely and accurate maintenance of candidate and requisition information within the applicant tracking system.
• Supervises and provides direction to the Talent Acquisition Analyst, establishing priorities, setting performance expectations, building capabilities, and ensuring effective delivery of recruitment operational support.
• Provides oversight of transactional and administrative recruitment activities, including job description coordination, job postings, requisition management, offer documentation, applicant tracking system maintenance, reporting, and other staffing-related administration; delegates and monitors these activities to ensure timely, accurate, and consistent service delivery.
• Partners with the HR Benefits team to support an effective transition from candidate selection through onboarding, providing guidance and ensuring appropriate coordination between Talent Acquisition, hiring departments, and Benefits team.
• Provides strategic oversight of the offer and selection process, consulting with hiring managers on candidate selection, compensation considerations, offer strategies, and appropriate next steps, while ensuring a smooth transition to onboarding.
• Partners with Organizational Advancement to support community engagement and talent outreach efforts, strengthening connections with community partners and expanding recruitment and sourcing strategies.
• Uses talent acquisition and workforce data to inform organizational decision-making, evaluates recruitment, selection, and placement outcomes, and recommends strategies to improve effectiveness, efficiency, and workforce outcomes.
• Develops and maintains strategic relationships with respective hiring managers; works closely with them to understand their needs and identify current, planned, and potential openings.
• Participates in special projects and other duties as assigned.

Requirements

• Bachelor's degree in human resources, Public Administration, Sociology, Business Administration, Organizational Development, or a related field.
• Five (5+) years of demonstrated successful and progressively responsible experience as an in-house technical recruiter with high-volume recruiting in a fast-paced environment.
• Three (3) years working within an applicant tracking system (ATS).
• Three (3) years of supervisory experience.
• Knowledge of EEO, ADA, FLSA, E-Verify, and other related Federal & State laws.

Skills

• Demonstrated proficiency with Workday, particularly Workday Recruiting, including recruitment workflows, talent pipelines, candidate activity, reporting, analytics, and related talent acquisition functionality (preferred).
• Strong communication skills (verbal and written); comfortable working with any level of employee or manager.
• Self-starter with strong ability to multitask and work on multiple positions simultaneously; organized and flexible.
• Ability to think critically, anticipate issues, and proactively suggest short- and long-term solutions.
• Experience in social media recruiting and knowledge of portal sourcing including LinkedIn Recruiter, career boards, etc.
• Proficient in Microsoft Office suite (MS Word and Outlook used daily).
• Soft skills: takes ownership, ability to multitask and prioritize, flexible, adaptable, collaborative, willing to take on new challenges.

Preferred Qualifications

• High degree of initiative with the ability to work independently.
• Experience in a public-sector, governmental, or similarly complex organizational environment.
• Professional certification such as IPMA-SCP, IPMA-CP, SHRM-SCP, or SHRM-CP, or the ability to obtain an applicable certification within 24 months.

Pay

Salary: $72,562 – $98,485 annually (hiring range).