Talent Acquisition Business Partner (Level 2 or 3)

About the role

This position may be filled as a Talent Acquisition Business Partner or a Principal Talent Acquisition Business Partner depending on candidate experience.

Responsibilities

• Serve as the primary recruiting partner to hiring managers and HRBPs; lead intake/discovery to define role requirements, success profiles, and selection criteria.
• Build and execute data-driven hiring strategies for cleared and non-cleared technical and functional roles; create targeted pipelines aligned to near- and long-term workforce plans.
• Manage full-cycle recruitment: job posting, proactive outreach, screening, structured interviews, panel facilitation, debriefs, references, and candidate closing.
• Advise on labor market and competitor intelligence (talent supply, compensation, location strategy) to inform headcount planning and requisition prioritization.
• Champion an exceptional candidate experience; keep candidates and stakeholders informed, prepare interview teams, and drive timely, inclusive decision-making.
• Partner with Compensation, Legal, Security, and Talent Ops on offer development, approvals, clearances, relocation, and start dates; ensure EEO/OFCCP compliance and audit-ready documentation.
• Leverage and optimize sourcing channels and tools (e.g., LinkedIn Recruiter, HireEZ, ClearanceJobs, Indeed, niche boards) and engage agency partners when needed; hold vendors accountable for results.
• Activate employer brand and employee value proposition across social channels, professional communities, and events; represent Northrop Grumman at targeted recruiting engagements.
• Build and nurture strategic talent communities for critical skill areas; convert passive prospects into active candidates through sustained relationship management.
• Coach hiring managers on structured interviewing, selection best practices, and bias mitigation to improve quality of hire and diversity outcomes.
• Use ATS/CRM to manage requisitions and pipelines; maintain data integrity, track funnel metrics (time-to-fill, conversion, source effectiveness), and continuously improve processes through agile recruiting sprints.

Requirements

• Excellent planning and organizational skills; able to manage multiple high priority projects effectively in a high volume, fast-paced service environment.
• Self-directed, excellent customer service skills and results orientation.

Qualifications

• Bachelor’s degree and a minimum of 2 years of sourcing experience; OR an additional four years of sourcing experience in lieu of a degree.
• Experience with full life-cycle recruiting and sourcing diverse, technical talent across various engineering, manufacturing, and other disciplines.
• Social media experience with extensive online networks.
• Experience partnering and engaging with HR and hiring managers and establishing credibility with extensive business acumen.

Preferred Qualifications

• Background in agency recruiting.
• Experience with server-based applicant tracking systems, ideally Workday and/or Eightfold.
• Experience developing competitive market intelligence for talent.
• Experience with OFCCP process compliance.
• Experience with effective ways to build talent pipelines and tactical research.
• Experience with alternative search techniques to find and engage passive candidates.