HR Recruiter

Job Summary

The Talent Acquisition Partner is a senior Human Resources professional responsible for independently managing full-cycle recruitment for the Department. Reporting to the Associate Director of Talent Acquisition, the role aligns with HR Recruitment Professional job family (HR Recruiter III, Grade 57) and serves as a strategic advisor to hiring managers throughout the hiring process.

The position oversees a portfolio of exempt and nonexempt staff searches from workforce planning and requisition approval through candidate selection, offer acceptance, and search closeout. Acting as a consultative partner, the Talent Acquisition Partner conducts intake meetings, develops recruiting strategies, advises managers on hiring practices, and ensures searches are completed efficiently, equitably, and in compliance with University standards. The role emphasizes balancing technology and data-driven decision making with professional judgment and a positive candidate experience.

A major responsibility is executing comprehensive recruitment and sourcing strategies. The Talent Acquisition Partner identifies and attracts qualified and diverse candidate pools through professional associations, educational institutions, community organizations, networking, referrals, online platforms, and recruitment events. The position reviews applications, evaluates candidates against established qualifications, conducts structured recruiter screenings, prepares candidate assessments, and advises hiring managers on candidate selection. The role also supports references, pre-employment requirements, and offer development.

The position requires extensive use of SmartRecruiters as the primary applicant tracking system. Responsibilities include maintaining requisitions, job postings, candidate workflows, interview records, evaluations, dispositions, and offer documentation. The Talent Acquisition Partner monitors recruiting activity, resolves workflow issues, ensures data accuracy and compliance, provides user guidance, and helps improve system effectiveness through testing, reporting, training materials, and process enhancements.

Another key component is the responsible use of approved artificial intelligence tools. AI may be utilized to support sourcing research, job descriptions, communications, reporting, interview planning, and workflow efficiency. However, the role requires careful review and validation of AI-generated content, protection of confidential information, and adherence to University policies. AI cannot be used as the sole basis for employment decisions, and the Talent Acquisition Partner must actively identify potential bias, inaccuracies, or barriers created by AI-generated outputs.

The role also serves as a trusted advisor to hiring managers by providing guidance on recruitment strategy, labor market conditions, interviewing techniques, candidate evaluation, documentation requirements, and compliance expectations. The Talent Acquisition Partner promotes structured and equitable hiring practices, challenges ineffective or inconsistent approaches when necessary, and delivers practical recommendations that improve hiring outcomes.