Sr. Talent Acquisition Partner

Overview

Job Description

Under general supervision from Talent Acquisition Leadership, the Senior TAP will leverage platforms to redefine Talent Acquisition for UMMS. Carries a full-cycle requisition load, identifying and engaging the right talent, and utilizing advanced tools and data-driven strategies to deliver high-quality hires. Embraces emerging technologies, including agentic and generative AI, to enhance recruitment processes, improve decision-making, and operational efficiency. Responsibilities include training fellow TAPs, managing multiple searches and projects, and sourcing talent through targeted outreach strategies. Is an operational leader, subject matter expert, and mentor, using data to guide hiring decisions and improve team metrics and process KPIs.

The following statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all job responsibilities performed.

• Lead full-cycle recruitment efforts by leveraging advanced tools and data-driven strategies—from proactive intake through seamless offer negotiation—in close collaboration with hiring leaders, sourcers, and operations support to deliver high-quality hires.
• Source, assess, and engage top-tier talent by partnering with sourcing and recruitment marketing teams to map the market, activate CRM campaigns, and implement targeted outreach strategies that build diverse, high-performing pipelines. Interviews, screens, and refers qualified applicants for open positions of all levels. Assists hiring managers in the determination of starting salaries according to compensation guidelines. Coordinates relocation assistance and/or sign-on bonuses, as needed. Acts as a liaison with Compensation on salary offers that are above guidelines. Supports and provides input to the Compensation department on market issues regarding current compensation programs. Stay abreast of market trends in recruitment and retention to maintain a competitive edge. Identify and attend employment fairs or professional conferences of customer groups to represent UMMS Member Organizations to potential employees.
• Embrace and explore emerging technologies, including agentic and generative AI, to enhance the recruitment process, improve decision-making, and advance operational efficiency—bringing a mindset of curiosity, adaptability, and early adoption to evolving tools and platforms.
• Advise hiring managers as a strategic partner by developing strong relationships and applying business acumen, labor market insights, and data analytics to align hiring strategies with evolving business priorities. Interprets and communicates Human Resource policies and procedures related to recruitment for employees and management on employment, compensation, benefits, employee relations, and training policies. Trains Recruitment Specialists and customers on recruitment processes and policies as needed. Evaluates effectiveness of recruitment activities by comparing relevant statistics such as number of interviews and successful referrals against cost of recruitment activities.
• Foster strong relationships with hiring managers and cross-functional partners to provide insightful advice and support. Supports and provides input to the Compensation department on market issues regarding current compensation programs. Stay abreast of market trends in recruitment and retention to maintain a competitive edge. Maintain strict confidentiality of information and sensitive recruitment data, ensuring compliance with organizational standards and relevant laws and regulations.
• Deliver a seamless, high-touch candidate experience by ensuring timely, transparent communication and personalized engagement across every stage of the hiring journey, reinforcing our employer brand at every touchpoint. Collaborate with pre-boarding team members to ensure a seamless onboarding experience for new hires.
• Serve as a subject matter expert and champion of recruitment technology and processes, driving adoption, consistency, and continuous improvement across the talent acquisition lifecycle in collaboration with HRIS, operations, and analytics partners.
• Perform all other duties as assigned.

Qualifications

Education & Experience – Required

• Bachelor’s degree from an accredited college or university in a related field required. In lieu of a degree, a minimum of four (4) years of relevant experience in a talent acquisition or staffing environment may be considered.
• Minimum of three (3) years of progressively responsible talent acquisition experience.
• Proven full cycle recruiting experience, including networking, attending events, sourcing passive candidates, and hiring talent across a range of roles and levels.
• Experience managing and prioritizing multiple searches, projects, and stakeholder requests with a strong sense of urgency and accountability.
• Experience in recruitment and HR technologies, including Candidate Relationship Management (CRM) platforms, applicant tracking systems (ATS), social media sourcing, resume databases, and other internet-based recruiting tools.

Education & Experience – Preferred

• Oversight of the full-cycle recruitment processes, ensuring compliance with organizational standards, best practices, relevant laws, and regulations, while improving the candidate experience.
• Experience communicating with various stakeholders, including internal and external partners.

Knowledge, Skills, & Abilities

• Technical Knowledge: Demonstrate process expertise by training fellow TAP on proper methodologies and technical processes. Utilize advanced sourcing tools and techniques to proactively identify and attract top talent outside the ATS, ensuring efficient performance management and high hiring manager satisfaction.
• Business Acumen: Stay updated on industry trends and best practices to make informed decisions. Optimize talent acquisition strategies to align with organizational goals, and lead projects that impact multiple stakeholders. Exhibit strategic thinking and market intelligence to enhance recruitment outcomes.
• Emotional Intelligence: Successfully mentor and train team members, fostering a collaborative and supportive work environment. Build strong relationships with hiring managers and candidates by actively listening, empathizing with their concerns, and providing guidance throughout the recruitment process.
• Possesses advanced technological proficiency to effectively utilize our platforms.
• Possess exceptional communication abilities, robust interpersonal skills, and demonstrate proficiency in establishing relationships with candidates and hiring managers.
• Demonstrated proficiency in the fundamental concepts, principles, practices and procedures related to employment and unemployment law and generally accepted employment practices.
• Creative and innovative problem-solver as well as a flexible, collaborative team player. High energy with a drive towards change.
• Must be a strong relationship developer, consultant and demonstrate the ability to deal successfully with inherent ambiguities and complexities of an organization experiencing significant growth and culture change. Ability to build consensus and have the highest sense of professional integrity.
• Highly proficient communication, customer service, and interpersonal skills are required to work successfully with various levels of leadership and management personnel, as well as the public and external community.

Additional Information

All your information will be kept confidential according to EEO guidelines.

Compensation

• Pay Range: $76,606-115,003
• Other Compensation (if applicable):