Talent Acquisition Partner

GENERAL JOB FUNCTION

The Talent Acquisition Partner is responsible for executing the full-cycle recruiting and engagement process for roles at all levels. The Talent Acquisition Partner ensures effective candidate care through sourcing, recruiting, phone screening, interview coordination, and communication, including appropriate follow-up with all candidates. The role actively engages in research and relationship development with sources for active and passive candidate recruiting, including sources that help strengthen workforce diversity. Additional responsibilities range from Human Resources Information System (HRIS) and Applicant Tracking System (ATS) administration to onboarding, engagement, retention, policy administration, metrics and reporting, and employment law compliance, all performed with the confidentiality and professional collaboration necessary for Human Resources (HR)-related duties. Daily activities align with the strategic and operational goals of the organization.

JOB DUTIES AND RESPONSIBILITIES

This position requires an experienced talent acquisition professional who is committed to serving as a subject matter expert (SME) for HR leadership and key stakeholders by advising, influencing, and providing sound recommendations and programs to attract and retain a high-performing workforce.

1. Build and maintain an agile and successful recruiting process, including the use of social and digital technologies, that attracts top talent and supports a diverse workforce. Collaborate to create clear, consistent messaging that strengthens the organization’s employment brand.
2. Partner with key stakeholders and build relationships to identify necessary strategies and creative methods for addressing immediate and long-term hiring needs.
3. Make informed selection recommendations to hiring managers.
4. Apply effective negotiation skills and knowledge of compensation trends.
5. Provide staffing updates to internal stakeholders on a regular cadence.
6. Ensure recruiting practices comply with applicable equal employment opportunity laws and organizational policies, and support outreach efforts that attract a broad pool of qualified candidates.
7. Educate hiring managers and other employees about labor market trends and role requirements to support the successful recruitment and placement of diverse, qualified candidates.
8. Research and recommend new sources for active and passive candidate recruiting, including sources that can strengthen relationships, enhance workforce diversity, and improve efficiency through tools such as AI.
9. Build and maintain relationships with educational institutions, professional associations, community organizations, workforce agencies, and other organizations to position LifeSource as an employer of choice and increase the diversity of the candidate pool.
10. Actively share the organization’s mission with identified partner organizations to develop a pipeline of current and future candidates.
11. Cultivate the candidate pipeline, using innovative ways to reach active and passive candidates.
12. Identify and analyze employment trends and recommend changes to recruitment and retention strategies.
13. Collaborate with the hiring manager and the People & Culture Director to develop an actionable recruitment strategy.
14. Develop comprehensive job postings for distribution through appropriate job boards, professional networks, and the organization’s website. Collaborate with Communications Team colleagues to create engaging, visually appealing advertisements and flyers that connect candidates with the mission and capture their attention.
15. Define a legally compliant and timely set of job-specific prescreening questions within the ATS that aligns with the job-posting process.
16. Engage with staffing and recruiting agencies, when appropriate, by reviewing agreements and establishing a compliant candidate review and submission process.
17. Manage the team member referral program.

Screening and Interviewing:

1. Conduct intake meetings with the hiring manager to discuss job requirements, applicant qualifications, and the role’s overall responsibilities.
2. Develop and prepare technical, behavioral, and motivational interview questions and screening guides.
3. Conduct thorough screening processes, including résumé reviews, phone screens, and initial interviews, to assess candidates’ qualifications and organizational fit.
4. Arrange interviews by coordinating the schedules of individuals across all levels of the organization. Ensure thorough, consistent communication with everyone involved.
5. Provide timely candidate-care communications about current employment opportunities and foster relationships that create a positive candidate experience.
6. Extend the candidate-care process beyond open positions by creating an engaging experience and maintaining a pool of potential future candidates.
7. Provide coaching and training to leaders and peer interview groups regarding the interviewing and selection process, as needed.
8. Present employment opportunities clearly and in detail, and ensure that appropriate background and reference checks are ordered for each position.
9. Communicate effectively with affected individuals and engage them in LifeSource’s fully integrated onboarding process.
10. Manage the internship program and orientations, monitor interns’ contributions, and advise managers on training and coaching.
11. Maintain current and accurate time-to-fill statistics as a resource for monitoring the efficiency of the hiring process.
12. Track and report key recruitment metrics to measure the effectiveness of the hiring process and identify areas for improvement.
13. Maintain the ATS database with documentation of position opening and closing dates and applicant status, including timely follow-up with managers and candidates.
14. Ensure documentation demonstrates fulfillment of Affirmative Action Plan (AAP) commitments and goals in employment practices.
15. Participate in or lead programs and initiatives that maintain or improve the efficiency of recruitment functions.
16. Foster strong partnerships, maintain confidentiality, and interact effectively with team members at all levels.
17. Work effectively with all levels of the organization and manage upward when appropriate.
18. Regularly review, clarify, audit, and update policies and procedures related to talent acquisition.
19. Track and share feedback gathered during new-hire touchpoints, partnering with leaders to identify areas for improvement.

STANDARD RESPONSIBILITIES

1. Perform work while demonstrating a commitment to excellence and performance improvement.
2. Update clinical and administrative documentation, including electronic systems, with accurate, real-time, appropriate information according to established practices and procedures.
3. Represent LifeSource professionally in interactions with internal and external customers, maintaining a professional appearance and communication style.
4. Participate in all appropriate meetings, whether in person, on-site, or remote, as defined by the leader.
5. Routinely share feedback, solutions, and ideas to leadership, including identification of training needs.
6. Demonstrate adaptability and a growth mindset by seeking feedback, learning from experience, and adjusting approaches in response to evolving organizational priorities, talent-market conditions, and stakeholder needs.
7. Exhibit outstanding customer service, and collaboration skills as required by the position.
8. Maintain the confidentiality of and respect for information obtained within the scope of the position, as defined by policy and procedure and in accordance with HIPAA.
9. Demonstrate LifeSource Values in work behaviors and actions.
10. Actively participate in assigned committees, work groups, or project teams.
11. Execute job responsibilities in accordance with established Standard Operating Procedures (SOPs), policies (POLs), and practices, as trained.
12. Perform other duties as required and assigned by the leader.

QUALIFICATIONS

1. A combination of education and experience equivalent to ten (10) years of recruiting responsibility is required.
2. Proven effectiveness in establishing rapport and working relationships with external customers, including diverse groups, educational institutions, and job-fair participants, through remote, phone, email, and in-person interactions.
3. Ability to build relationships with internal customers across work functions and with various levels of the organization.
4. Experience working with an ATS.
5. Strong written and verbal communication, collaboration, and public-speaking skills are essential.
6. Ability to handle difficult situations with poise and professionalism.
7. Must be organized and detail-oriented, with excellent critical-thinking, problem-solving, and analytical skills.
8. Proven ability to be a self-directed, motivated contributor who demonstrates initiative, works autonomously, establishes priorities, and collaborates effectively within a team environment.
9. Demonstrated adaptability and a growth mindset, including openness to feedback, commitment to continuous learning, and the ability to adjust priorities and approaches as business and recruiting needs evolve.
10. Demonstrated ability to maintain a high degree of quality and integrity and to protect the confidentiality of appropriate information, including, but not limited to, personal team member data; organizational operations and work processes; donor and donor family information; contributor details; financial information; and medical or protected health information (PHI), in accordance with HIPAA.
11. Strong working knowledge of Microsoft Office applications.
12. Proven proficiency in using technology-based tools, such as personal computers and related software, mobile devices, as appropriate for the position.

WORKING CONDITIONS

1. Able to work a minimum of 40 hours per week, with the schedule adjusted to accommodate organizational or candidate needs.
2. Must be able to travel locally to community organizations and recruiting events, and occasionally to national events and meetings.
3. Team members in Category III have no or rare exposure to bloodborne pathogens, do not handle materials that could spread infection, and have fewer than one potential exposure opportunity per month. They also rarely interact with staff in patient or donor areas of hospitals or clinics while performing their assigned job duties.
4. Ability to lift and carry up to 20 pounds occasionally.
5. Must be able to follow and successfully complete category-specific immunization, health-screening, and background-check requirements.