Talent Acquisition Business Partner

About the role

The Talent Acquisition Business Partner (TABP) is a strategic recruiting partner to leadership, responsible for building and maintaining talent pipelines across the organization, with particular focus on critical client-facing roles including Brokers, Account Managers, and Account Executives across Commercial Insurance, Surety, Employee Benefits and Personal Insurance. Rather than reacting to open requisitions, the TABP anticipates hiring needs by understanding business strategy and market trends, cultivating deep networks within the insurance brokerage industry, and maintaining relationships with high-potential talent well before roles become available. This role owns full-cycle recruiting from intake through offer acceptance.

Responsibilities

• Develop deep, trusted relationships with leadership, becoming someone they call when they're thinking about a hire, not just when they have an open req
• Understand the company's business strategy, growth trajectory, and what success looks like in each department
• Work with others in HR, analyze historical hiring patterns, turnover data, and market trends to anticipate talent needs 6-12 months ahead
• Translate business objectives into talent acquisition strategies that deliver measurable results
• Build and maintain talent pipelines for critical roles before positions open, particularly Brokers, Account Managers, Account Executives, and client-facing professionals in Commercial P&C, Personal Lines and Employee Benefits
• Cultivate a strong network within the insurance brokerage industry through associations, events, LinkedIn, and relationship-based sourcing
• Map talent at competitor agencies and maintain ongoing relationships with high-potential professionals
• Provide market intelligence to leaders on talent availability, compensation trends, and competitive dynamics
• Own full-cycle recruiting, from intake through offer acceptance
• Manage compensation negotiations, working with leadership to structure competitive offers that reflect market data and internal equity
• Maintain accurate requisition and candidate data in the ATS to support reliable reporting
• Screen candidates with a focus on cultural fit and long-term success, not just skill match
• Present candidates with context that helps hiring managers make informed decisions
• Track and report on quality metrics: hiring manager satisfaction and retention rates, not just time-to-fill

Qualifications

• 7+ years of recruiting experience with at least 4 years focused on insurance brokerage
• Proven success sourcing and placing Brokers, Account Managers, Account Executives, and client-facing roles in Commercial Insurance, Surety, Employee Benefits and Personal Insurance
• Strong existing network within the insurance industry. You know people, and people know you
• Demonstrated ability to build trusted advisor relationships with business leaders, not just take orders
• Comfortable using data to identify patterns, anticipate needs, and measure outcomes
• Self-directed work style with strong organizational skills; you don't need to be managed closely
• Comfort working in an environment where processes and tools are still being developed

Pay

The estimated starting compensation range for this full-time position is $100,000 - $115,000 annually, plus benefits and the opportunity to earn additional incentive compensation based on key performance indicators (KPIs). Compensation for this role will be set based on a variety of factors, including but not limited to departmental budgets, qualifications, experience, education, licenses, specialty, training, and geographical location.