Talent Partner

Work Model: Hybrid, 4 days onsite / 1 remote, embedded in assigned market

Comp Range: $100K–$110K base

This is a market-embedded Talent Acquisition Partner role focused on owning high-volume, full-cycle recruiting for a defined region. The position acts as a true business partner to local leadership, driving hiring outcomes through modern recruiting practices, disciplined process adoption, and strong stakeholder influence.

The role sits directly in market and serves as the face of Talent Acquisition locally. Success depends on the ability to operate autonomously, manage ambiguity, influence change, and hold leaders accountable to consistent hiring standards while delivering a high-touch candidate experience.

• Own full-cycle recruiting for a defined market supporting multiple locations in a high-volume environment
• Act as the primary TA advisor to market and store leadership, influencing hiring decisions through data, insights, and talent market intelligence
• Drive adoption of standardized hiring processes in markets with varying levels of maturity and readiness
• Build proactive talent pipelines and reduce reliance on inbound applicants through advanced sourcing, referrals, community partnerships, and local outreach
• Conduct regular business reviews with leadership to assess hiring metrics, funnel health, aging roles, and operational blockers
• Partner closely with HR shared services for seamless pre-boarding handoff and candidate experience
• Consistently meet or exceed hiring KPIs including time to fill, cycle time, and requisition fill rates

• 5+ years of full-cycle, high-volume recruiting experience managing 50+ requisitions concurrently
• Proven ability to operate as an individual contributor in fast-moving, decentralized environments
• Advanced sourcing skills including Boolean, passive outreach, talent mapping, and competitive market research
• Experience building pipelines through colleges, technical schools, military installations, and local communities
• Strong stakeholder management skills with a track record of influencing leaders and driving process change
• Comfort using data and metrics to tell a clear story and guide hiring behavior
• Experience supporting multi-location or multi-store environments strongly preferred
• Willingness to travel up to 50 percent within the assigned market
• Proficient with ATS, CRM, sourcing platforms, and recruiting dashboards

This role is best suited for a TA professional who thrives in the field, prefers ownership over structure, and is comfortable walking into imperfect environments to build process while executing. It is not a transactional recruiter role. It is a market leadership role without people management.