Talent Acquisition Partner

Role Mission

To act as a strategic Talent Acquisition Partner to the business, delivering high-quality recruitment while proactively identifying, engaging, and building pipelines of talent, particularly for technical and hard-to-fill positions.

The role combines end-to-end recruitment, proactive sourcing, talent mapping and market intelligence, transforming insights gathered from candidates and the external talent market into actionable recommendations that help business leaders make informed talent decisions.

The Talent Partner ensures an excellent candidate experience, operational excellence and compliance, while continuously strengthening the organization's ability to anticipate and address current and future talent needs.

The work model for the role is: hybrid work - 3 days per week working from home and 2 days at the office #Li-hybrid.

Role Responsibilities

• Execute complex recruitment and selection processes, from kickoff to offer management. From entry levels to director roles, primarily focusing on ABB Electrification positions and corporate areas.

• Act as a consultative partner to Hiring Managers, HRBPs, and other stakeholders, providing recommendations on talent availability, competitiveness, and market dynamics.

• Develop and execute proactive sourcing strategies, with a focus on technical, specialized, and hard-to-fill positions. Leveraging tools such as LinkedIn Recruiter, Insights, Talent Neuron, internal databases, talent CRM, and professional networking to identify, approach, and engage passive talent.

• Build and maintain candidate pipelines for critical and recurring positions, segmented by technical competencies, seniority, and location. Conduct structured talent mapping across competitor companies and organizations relevant to the electrification market.

• Collect, structure, and analyze talent market information, including salary expectations, available competencies, market movements, and trends.Transform market data and signals into clear insights and recommendations to support hiring decisions by Hiring Managers, HRBPs, and Talent Acquisition leadership.

• Maintain continuous contact with business, HR, and Finance stakeholders to anticipate future hiring needs and volumes. Translate these inputs into recruitment and sourcing priorities, reporting demand forecasts to TA management.

Role Requirements

• Bachelor's degree (preferably in Business Administration, Psychology, Human Resources, or related fields).
• Relevant experience in Talent Acquisition, preferably recruiting for engineering, specialized, industrial hard-to-fill positions.
• Proven experience in proactive sourcing, including identification and engagement of passive talent.
• Experience with candidate pipelining, talent mapping, and target company mapping.
• Ability to collect and transform market information into actionable insights and recommendations for stakeholders.
• Knowledge of ATS tools (e.g., Workday) and sourcing platforms (e.g., LinkedIn Recruiter).
• Proficiency in competency-based interviewing techniques.
• Strong analytical skills, consultative communication, and ability to influence Hiring Managers and stakeholders.
• Native/Fluent Portuguese and Advanced or fluent English.

Nice to have

• Experience recruiting for the electrification, energy, industrial automation, engineering, or technical services sectors.
• Advanced or fluent Spanish.
• Experience working in a regional scope or managing Talent Acquisition processes across multiple Latin American countries.

• Experience producing market analysis, talent intelligence reports, or consultative presentations for business areas.