Talent Acquisition Partner

JOB SUMMARY

We’re looking for a Talent Acquisition Partner who brings structure, urgency, sound judgment, and a people-focused approach to hiring. In this role, you’ll partner with leaders to understand workforce needs, develop practical recruiting strategies, and manage hiring activity from requisition intake through accepted offer and pre-employment handoff.

You’ll support a high-volume, multi-location environment with a strong focus on store-level hourly hiring while also contributing to corporate, field leadership, and specialized searches as assigned. You’ll combine hands-on recruiting with disciplined recruiting operations by reviewing applicants, conducting candidate screens, sourcing talent, advising hiring managers, maintaining accurate pipeline data, managing shared recruiting requests, and helping remove barriers that slow hiring progress.

This role is well suited for someone who can move comfortably between candidate engagement, manager partnership, systems and reporting, and process improvement. Success requires the ability to independently manage an assigned workload, communicate clear recommendations, protect a consistent and compliant hiring process, and escalate sensitive or higher risk matters appropriately.

KEY RESPONSIBILITIES

Recruiting Partnership and Full-Cycle Hiring Own full-cycle recruiting for assigned positions, locations, or business groups from intake and posting through screening, interview coordination, selection support, offer preparation, and pre-employment handoff. Conduct structured intake and alignment discussions with hiring managers to clarify business needs, role requirements, hiring timeline, and sourcing approach, interview process, and decision criteria.

Serve as a trusted recruiting partner by providing clear recommendations, market feedback, pipeline insights, and practical guidance that helps leaders make timely and informed hiring decisions. Review applications, conduct consistent candidate screens, assess alignment with established requirements, document findings, and recommend qualified candidates for next steps.

Develop and execute targeted sourcing strategies using job boards, referrals, community partnerships, outreach, recruiting events, talent pools, and other approved channels. Maintain consistent candidate communication throughout the process and create a responsive, respectful, and well-organized experience. Support community-based recruiting partnerships, including participation in local job fairs and collaboration with workforce organizations, schools, community groups, and other approved partners to increase awareness of employment opportunities and develop local talent pipelines.

Store and High-Volume Hiring Support Support store-level hourly hiring by monitoring applicant flow, identifying hiring gaps, screening candidates, assisting with localized sourcing, and partnering with store and field leaders to move qualified candidates forward. Provide reliable late-day hiring coverage, including candidate movement, manager questions, consent forms, hire steps, urgent store needs, and time-sensitive handoffs.

Partner with operations and Human Resources on acquisition hiring, new-store activity, hiring events, and other high-volume initiatives as assigned. Balance immediate staffing needs with consistent selection standards, candidate experience, and required process controls. Requisition, Pipeline, and Shared Inbox Management Open, review, route, and approve routine requisitions within delegated authority, validating job title, location, hiring manager, employment status, openings, approvals, and posting details before activation.

Maintain accurate candidate and requisition records, including stages, dispositions, notes, interview outcomes, outreach, aging activity, ownership, and next steps within the applicant tracking system. Monitor the shared recruiting inbox using established service levels, categories, ownership rules, templates, and escalation pathways; resolve routine requests and follow assigned items through completion.

Proactively identify stalled candidates, aging requisitions, overdue manager actions, and pre-employment barriers; document follow-up and escalate unresolved risks based on established guidelines. Initiate and monitor approved background checks, drug screenings, and other pre-employment activities while protecting confidentiality and routing exceptions to the appropriate Human Resources partner.

Data, Process Improvement, and Recruiting Programs Produce and maintain recruiting reports and dashboards; use data to identify bottlenecks, workload concerns, source performance, service gaps, and opportunities to improve hiring outcomes. Reconcile recruiting trackers and system records, identify data or compliance gaps, and maintain reliable documentation for operational and audit needs.

Support development and maintenance of recruiting procedures, interview guides, templates, FAQs, checklists, manager resources, and training materials. Participate in recruiting events, employer-brand activities, referral initiatives, vendor coordination, and other Talent Acquisition projects. Recommend practical improvements that reduce manual work, clarify ownership, strengthen controls, and improve the candidate and hiring-manager experience.

EDUCATION AND EXPERIENCE

Bachelor’s degree in Human Resources , Business, Communications, or a related field, or an equivalent combination of education and relevant experience. Three or more years of progressive experience in full-cycle recruiting, talent acquisition, staffing, or a closely related field. Experience independently managing multiple requisitions and partnering directly with hiring managers is required.

Experience supporting hourly, multi-location, retail, hospitality, convenience store, field operations, or another high-volume environment is strongly preferred. Experience with applicant tracking systems and recruiting reporting is required; experience with ADP Workforce Now, Smartsheet, SharePoint, or comparable tools is a plus.

Experience with sourcing, structured screening, hiring events, and process improvement is preferred. JOB REQUIREMENTS Strong recruiting judgment with the ability to assess candidate alignment, identify risk, make recommendations, and recognize when escalation is required. Ability to build credible working relationships with candidates, store leaders, field leaders, department leaders, Human Resources partners, and external vendors.

Clear and confident communication skills, including the ability to respectfully reinforce timelines, address incomplete actions, and deliver market or pipeline feedback. Strong organization, prioritization, and follow-through across routine responsibilities, urgent requests, and changing business needs. Comfort using recruiting data and operational metrics to identify issues, communicate progress, and improve processes.

Ability to manage sensitive candidate and employee information confidentially and in accordance with company requirements. Consistent availability to support late-day hiring and pipeline activity, with occasional schedule adjustments or travel for hiring events and business needs. Demonstrated competencies in Active Listening, Demonstrating Ongoing Value, Initiative, Operational Excellence, Time Management, Problem Solving, and Partnership.

All activities will be performed in support of the strategy and vision of the organization. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time. All activities must comply with Equal Employment Opportunity laws, HIPAA, ERISA, and other regulations.

While this job description aims to provide a comprehensive overview of the role, it may not detail every task or responsibility required.