Job description

The Talent Acquisition Partner is a business-facing recruiting role that aligns with an industry or segment within the company enterprise. In this exciting and high-impact role, you will serve as a strategic talent advisor for hiring managers and drive the end-to-end recruiting process for internal and external candidates.

Responsibilities:

• Serving as a key advisor to hiring managers and People teams about recruiting by recommending how to fill talent gaps and increase diversity representation, providing industry trends, compensation practices, and market activity insights, and sharing strategies and best practices related to the Talent Acquisition process.
• Managing the overall recruiting process by connecting with hiring managers to learn position requirements and preferences to develop and recommend relevant recruitment and diverse sourcing strategies
• Presenting qualified candidates to hiring managers for interviews; collecting feedback regarding quality of candidates and final hiring decisions; facilitating the offer process and offer negotiations; and communicating candidate decision to hiring managers, People
• Partners, and other key stakeholders.
• Understands customer needs, customer desires, and process gaps.
• Addresses pain points through technology-enabled solutions that improve customer satisfaction.
• Incorporates Walmart's values through the entire hiring lifecycle, from attraction to conversion and onboarding.
• Demonstrates accountability for hiring timelines, recruiting processes, and assessment results.
• Guides customers through the decision-making process and provides closure to hiring processes.
• Solicits feedback on the quality of services provided by the organization.
• Implements adjustments to daily interactions using customer-centric approaches.
• Solicits associate satisfaction feedback and acts on improvement opportunities.
• Builds long-term relationships to source additional feedback on user experiences and informs the creation of customized solutions.
• Supports the development of appropriate solutions aligned to identified associate needs and requirements.
• Provides guidance on shaping human-centered solutions aligned with the future of the workforce.
• Simplifies and improves processes to reduce turnaround times, increase effectiveness, and drive associate satisfaction.
• Demonstrates a deep functional knowledge of the business unit/organization being supported.
• Provides recommendations to business stakeholders to solve complex business issues (for example, operational challenges, necessary skills, revenue generation models).
• Translates business requirements into projects, activities, and tasks in alignment with the overall business strategy.
• Serves as an interpreter and conduit to connect business needs with tangible solutions and results.
• Demonstrates a deep understanding of varying business needs, including the evolution of different roles across business areas and how roles may evolve.
• Consults and influences business leaders on the assessment of talent (for example, setting up the right interview panels, defining a framework to assess outcomes).
• Reviews talent against set quantitative/qualitative selection criteria and creates initial shortlists of potential candidates.
• Screens candidates to obtain detailed information on knowledge, skills, personalities, motivations, performance abilities, and potential.
• Partners internally with selection and assessment teams (Global talent) to make recommendations on how to leverage assessments, share best practices, and validate any third-party customers.
• Provides interview training on inclusive hiring, the value of different backgrounds and opinions, and guidelines for evaluation processes.
• Analyzes and diagnoses the talent supply (internal and external marketplace).
• Provides insights, trend analysis, and expertise using data and research.
• Advises hiring managers, human resource team members, and recruiters by recommending how to fill critical talent gaps and increase diversity representation.
• Demonstrates awareness of changes in the business through stakeholder meetings and regular communications that might alter strategies and approaches.
• Leverages insights from data and assists hiring managers to influence and prioritize position requirements with data based evidence.
• Shares historical data with key stakeholders using reports, ATS systems, and CRM tools.
• Subscribes to real-time competitive intelligence following layoffs, mergers, bankruptcies, and quarterly financials.
• Demonstrates an understanding of productivity tools, particularly spreadsheet pivot tables and Avature people lists.
• Manage multiple small/medium-scale projects or multiple work streams; follow methodology, own discovery of project requirements through deep subject matter expertise, align on timelines, tasks schedule, resources and monitor status.
• Obtain information from stakeholders during the planning stage of a project.
• Understand the end-to-end implications of the outcome/solution in a complex environment and prioritize projects accordingly that are in alignment with the strategy.
• Understand stakeholders' needs (internal/external), positions and bargaining power and be able to negotiate the best possible outcome that adds value.
• Create a communication plan which determines communication level, frequency, detail and distribution of status updates; and minimize the impact of changes.
• Develop and maintain relationships with project sponsors and stakeholders.
• Find innovative solutions to project issues. Identify complex changes and escalating them to supervisors; and execute system changes.
• Participates in agile sprints for large projects using agile working process; articulate clearly to business the process steps to deliver work; providing view of current backlog, incoming requests, capacity planning through prioritization, identifies and recommends specific agile measurements and their use in project management.
• Understands and anticipates the needs of diverse stakeholders across businesses, including the future talent/skills requirements of the functional pools supported, the strategic direction of the business, trade-offs, and talent gaps.

Minimum Qualifications:

• ​You are an expert in recruiting top talent and understand how to align talent strategies with business priorities
• You have a proven track record of identifying & engaging qualified talent in the market
• You are familiar with leveraging data to inform decision making and influence recruiting strategy
• You are comfortable working in cross-functional teams
• You have experience in Media Tech, Advertising and/or Media, Data Analytics and Product
• 4-7 years of Recruiting Experience with filling complex roles
• Ability to learn new systems, tools, processes. We currently use Workday as our Applicant Tracking system
• Ability to conduct and lead calls with business leaders
• Flexible communication style and comfortable working with people at all levels of the organization

Job Type: Contract

Pay: Up to $47.79 per hour

Benefits:

• Dental insurance
• Health insurance
• Vision insurance

Experience level:

• 5 years

Schedule:

• 8 hour shift

Ability to commute/relocate:

• Hoboken, NJ: Reliably commute or planning to relocate before starting work (Required)

Experience:

• Recruiting: 4 years (Preferred)

Work Location: One location

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