Talent Acquisition Partner

Hybrid talent-acquisition professional responsible for delivering both best-in-class recruiting operations and strategic talent-acquisition consulting. This role serves as the operational leader for critical recruitment processes, including contractor workforce administration, staffing vendor relationships, background-check adjudication, and New Employee Onboarding. Acting as a central point of contact for hiring managers, HR Business Partners, staffing agencies, and external vendors, the Talent Acquisition Partner drives operational excellence by improving efficiency, compliance, candidate experience, and workforce planning processes across the organization.

In addition to managing talent-acquisition operations, the Talent Acquisition Partner functions as a trusted talent advisor responsible for leading approximately 5–10 active searches across assigned business functions. The role partners closely with hiring leaders to develop talent strategies, create compelling and competitive job postings, source and engage high-caliber talent, conduct skills-based assessments, and guide hiring decisions. Leveraging market intelligence, industry trends, and workforce insights, the Talent Acquisition Partner provides consultative support on role positioning, compensation, candidate evaluation, and offer strategy while ensuring a seamless experience for both candidates and hiring managers.

This role is four days onsite hybrid at our North Bethesda, MD office and is not eligible for visa sponsorship.

Responsibilities

Talent Acquisition Operations

• Oversee communication, onboarding, and agency management of the contractor labor force; act as the single point of contact for hiring managers, HR Business Partners, and agencies; lead initiatives that improve operational efficiencies, security, and reporting.
• Serve as the point of contact for staffing vendors and partner with legal to ensure all necessary contracts are in good standing.
• Oversee the relationship with the third-party background-check vendor, managing adjudications with the talent-acquisition team, candidates, and third-party institutions.
• Partner with HR Business Partners to deliver a best-in-class new-employee orientation experience.

Full-Cycle Recruiting Talent Strategy

• Continuously research, observe, and analyze talent-market trends in the hospitality industry and assigned functional business areas (e.g., finance, accounting, tax, and strategy).
• Stay updated on the company’s strategic goals and growth plans to anticipate future hiring needs for assigned departments/functional areas.
• Stay abreast of local talent competitors and trends.

Job Posting Preparation

• Partner with HR Business Partners and hiring managers to prepare job postings that are clear, concise, visually attractive, and competitively positioned within the talent market regarding role, responsibilities, skills, experience, competencies, and compensation.

Sourcing and Pipelining

• Leverage various channels and creative methods to identify and attract a diverse pool of high-caliber candidates, including LinkedIn, Indeed, Glassdoor, specialty websites, employee referrals, networking, and industry events.
• Anticipate future hiring needs for assigned departments and pipeline accordingly.
• Maintain an active, professional social-media presence, amplifying the employer brand, promoting the employee value proposition, and staying connected to high-potential talent in the market.

Screening and Interviewing

• Review resumes, conduct phone screenings, and coordinate in-person or virtual interviews with hiring managers.
• Effectively screen and interview candidates, leveraging skills-based and competency-based questions to ensure fit for the role.
• Assess candidates’ cultural fit and overall potential to succeed in the role.
• Administer pre-hire assessments as needed.

Deliver a Best-in-Class Candidate Experience

• Deliver a positive candidate experience that validates the company’s reputation as an employer of choice.
• Ensure candidates receive timely and professional communication throughout the recruitment process, including feedback, answers to questions, and updates on application status.

Deliver a Best-in-Class Hiring Manager Experience

• Provide counsel on role positioning, candidate profiles, sourcing strategies, compensation, and other best practices to hiring teams.
• Facilitate regular communication with hiring managers to discuss candidate feedback, address concerns, and make informed hiring decisions.
• Ensure the recruitment process aligns with the needs and expectations of the hiring team.

Extending Job Offers and Negotiating Terms

• Counsel the hiring manager through navigating approvals from HR, compensation, and finance.
• Provide recommendations for offer positioning and components.
• Own the delivery of verbal and written offer letters, discussing compensation, benefits, and negotiating terms if necessary.

Facilitate Background Checks

• Ensure the candidate completes a background check in a timely fashion and any adjudication needed is resolved.

Onboarding New Hires

• Ensure all systematic pre-hire qualifications have been met and that the candidate is transferred smoothly into the hands of the Talent Management organization for New Employee Orientation.
• Counsel the hiring manager through onboarding best practices to ensure a frictionless candidate-to-associate experience.

Maintaining Recruitment Metrics and Reporting

• Strive to continuously improve the recruitment process by tracking and analyzing key quantitative and qualitative recruitment metrics such as time-to-fill, source of hire, candidate satisfaction, and hiring-manager satisfaction.

Requirements

• Bachelor’s degree in HR, business, or related field preferred; or equivalent experience.
• Minimum 3 years of recruiting experience with a search firm or in-house corporate recruiting team.
• Proficiency in Microsoft Outlook, Excel, PowerPoint, and Word.

Pay

The salary range for this position is $80,000 to $117,552.

Benefits

• Comprehensive medical, dental, and vision coverage.
• Leave and paid time-off for holidays, vacation, personal, family, volunteer, sick, jury duty, bereavement, military, and religious observance.
• Financial benefits for retirement and health savings.
• Employee recognition programs.
• Discounts at Choice hotels worldwide.

About the Company

Choice Hotels International, Inc. (NYSE: CHH) is one of the largest lodging franchisors in the world, with 7,500 hotels in 45+ countries and territories. We offer a range of high-quality lodging options in the upper upscale, upper midscale, midscale, extended stay, and economy segments. Our corporate offices are located in North Bethesda, MD; Scottsdale, AZ; and Minneapolis, MN, with select roles available in field/remote settings.