Senior Talent Acquisition Partner-1

MSIG USA continues to grow!

Company Overview:

MSIG USA is the US-based subsidiary of MS&AD Insurance Group Holdings, Inc., one of the world’s top P&C carriers and a global Class 15 insurer, with A+ ratings and a reach that spans 40+ countries and regions. Leveraging our 350-year heritage, MSIG USA brings the financial strength, expertise, and global footprint to offer commercial insurance solutions that address your business’s unique risks.

Senior Talent Acquisition Partner Position Description

Mitsui Sumitomo Marine Management (U.S.A.), Inc.

Job Title: Senior Talent Acquisition Partner

FLSA Status: Exempt

Department: Human Resources / Talent Acquisition

Salary Band: I

Location: To be determined

Reports To: Head of Talent Acquisition

Summary / Job Purpose

The Senior Talent Acquisition Partner leads full-cycle recruiting for assigned business functions and serves as a strategic talent advisor to hiring managers and business leaders. This role develops and executes recruiting strategies that attract, assess, and hire high-quality talent while supporting workforce priorities, strengthening the candidate and hiring manager experience, and ensuring consistent, compliant recruiting practices.

The position uses market intelligence, recruiting analytics, direct sourcing, internal mobility, and strong stakeholder partnership to address current and future talent needs. The Senior Talent Acquisition Partner also contributes to recruiting process improvement, Workday Recruiting optimization, employer branding, and broader Talent Acquisition initiatives.

Essential Functions

· Manage full-cycle recruitment for professional, technical, specialty, and leadership-level positions across assigned client groups.

· Lead intake meetings with hiring managers to define role requirements, recruiting strategy, interview approach, decision criteria, timelines, and stakeholder responsibilities.

· Partner with business leaders and Human Resources to understand workforce priorities, anticipated talent needs, organizational changes, and critical skill gaps.

· Develop and execute sourcing strategies using direct sourcing, talent mapping, professional networks, referrals, social media, recruiting technology, external events, and approved agency partners.

· Identify, engage, screen, interview, and assess candidates using consistent, job-related evaluation criteria.

· Present qualified candidates with clear, objective recommendations and market context to support informed hiring decisions.

· Guide hiring managers through interview planning, candidate evaluation, feedback, selection, and closing activities.

· Manage candidate communications throughout the recruiting lifecycle and deliver a professional, responsive, and inclusive candidate experience.

· Partner with Compensation and Human Resources on offer development; lead candidate offer discussions and negotiations within approved parameters.

· Build and maintain pipelines for critical, recurring, and hard-to-fill roles, including diverse and passive talent communities.

· Provide talent market intelligence regarding candidate availability, competitive hiring activity, location considerations, compensation trends, and recruiting challenges.

· Use recruiting analytics to monitor pipeline health, time-to-fill, aging, source effectiveness, process effectiveness, and hiring manager experience.

· Maintain accurate and timely candidate, requisition, interview, and offer information in Workday Recruiting and related tools.

· Ensure recruiting activities comply with applicable employment laws, company policies, recordkeeping requirements, and approved recruiting processes.

· Support internal mobility by identifying internal talent, promoting career opportunities, and facilitating consistent consideration of qualified employees.

· Contribute to employer branding, internship and early-career programs, recruiting events, industry networking, and talent community outreach.

· Partner with approved search firms and staffing agencies when needed, ensuring adherence to company contracts, processes, and service expectations.

· Lead or contribute to Talent Acquisition projects involving process design, recruiting technology, reporting, documentation, training, and continuous improvement.

· Provide guidance and mentorship to Talent Acquisition colleagues and recruiting support staff as needed.

Supervisory Responsibilities

This position does not have direct supervisory responsibility. The role may provide functional guidance, mentorship, and subject matter expertise to Talent Acquisition team members, Recruiting Coordinators, hiring managers, and project participants. The position may lead recruiting projects or cross-functional initiatives as assigned.

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements below are representative of the knowledge, skill, and ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education and Experience Required

· Bachelor's degree in Human Resources, Business Administration, Communications, or a related field, or equivalent relevant experience.

· Minimum of 7 years of progressive full-cycle recruiting experience, including experience recruiting professional, technical, specialty, or leadership-level talent.

· Demonstrated success managing multiple concurrent searches and partnering with hiring managers in a complex corporate environment.

· Experience developing direct sourcing strategies and engaging passive candidates.

· Experience using applicant tracking systems, recruiting technologies, sourcing platforms, and recruiting data to manage work and inform decisions.

· Working knowledge of federal, state, and local employment laws and recruiting compliance requirements.

Knowledge, Skills and Abilities

· Strong knowledge of full-cycle recruiting, talent sourcing, candidate assessment, selection, and offer negotiation.

· Consultative approach with the ability to advise, challenge, and influence hiring managers and business leaders appropriately.

· Strong business acumen and ability to connect talent needs with business priorities.

· Excellent relationship management, interviewing, negotiation, written communication, and presentation skills.

· Ability to translate recruiting data and talent market intelligence into practical recommendations.

· Strong organizational and project management skills, with the ability to manage competing priorities and maintain attention to detail.

· Ability to handle confidential and sensitive information with sound judgment and discretion.

· Proficiency with Workday Recruiting, Microsoft Office applications, sourcing tools, and recruiting technologies.

· Ability to work independently, demonstrate accountability, and collaborate effectively across teams and functions.

· Commitment to fair, consistent, and inclusive recruiting practices and a high-quality candidate experience.

Preferred Qualifications

· Experience recruiting within the property and casualty insurance industry or broader financial services sector.

· Experience supporting recruiting for underwriting, wholesale, corporate functions, technology, operations, or other specialized insurance disciplines.

· Experience with executive or senior leadership recruiting.

· Experience supporting recruiting process improvements, Workday Recruiting enhancements, employer branding, internal mobility, or early-career programs.

· Professional certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, CIR, or an equivalent recruiting credential.

Competencies

Core Competencies

Communication, Customer Focus, Teamwork

Professional Competencies

Consultation, Relationship Management, Judgment, Accountability

Job-Specific Competencies

Talent Acquisition Strategy, Sourcing Excellence, Market Intelligence, Recruiting Analytics, Candidate Experience, Influence and Negotiation

Other Qualifications

· Ability to work in a hybrid or remote environment and travel to company offices, recruiting events, conferences, and business meetings as needed.

· Ability to manage confidential and sensitive information with appropriate judgment.

· Ability to work outside normal business hours based on candidate schedules and business needs.

Physical Demands and Work Environment





It's an exciting time for our company and a great opportunity to join a financially sound and growing global insurance group!

It is the policy of MSIG USA to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, MSIG USA will provide reasonable accommodations for qualified individuals with disabilities.