talent acquisition partner

Group 1 Automotive

<div>
 
 About Us
 
 
 
 Group 1 Automotive, Inc. (NYSE: GPI) is a Fortune 250 leader in global automotive retail, operating more than 250 dealerships and collision centers across the United States and United Kingdom. As the 4th largest dealership group in the U.S., Group 1 delivers a fully integrated automotive experience, including vehicle sales, financing, aftersales service, and digital retail solutions. As the automotive industry continues to evolve, Group 1 is investing in the people, technology, and operational excellence needed to shape what comes next. Our work is grounded in a simple belief, that a better experience for customers starts with an exemplary experience for employees.
 
 
 At Group 1, our commitment is to keep finding smarter ways to serve our customers and support one another. We believe great careers are built in environments where people are trusted, challenged, and given room to grow. If you share our core values of integrity, transparency, professionalism, teamwork, and respect, you can get more with Group 1. More opportunity. More support. More ways to build a career that moves you forward.
 
 
 
 Overview
 
 
 
 The Talent Acquisition Partner is a market-embedded, full-cycle hiring strategist responsible for leading talent acquisition efforts in their assigned market. This role is a true business partnership focused on modernizing hiring practices, influencing adoption of new processes, and delivering a high-touch, white-glove recruitment experience to both hiring leaders and candidates.
 
 
 Serving as the face of Talent Acquisition in-market, this person will drive execution, influence store leadership, and elevate hiring outcomes through consistent process adoption, proactive sourcing, talent pipeline strategies, data-backed decision making, and ongoing partnership. This role requires strong change management capability, problem solving, and the confidence to hold stakeholders accountable to best practices in a rapidly evolving TA function.
 
 
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Serve as the dedicated TA partner for a defined market/region, with varying business needs, adoption levels, and hiring maturity. This is a high volume role
 </li>
 <li>
 Individual contributor role that performs self-driven, able to create complex market hiring strategies
 </li>
 <li>
 Lead process adoption and change management by building relationships with Market leadership and act as a strategic advisor. Influence hiring behavior through data discussions, talent insights, and performance metrics that guide how and who we hire
 </li>
 <li>
 Own the end-to-end hiring process from intake to pre-boarding handoff to HR Shared Services. Deliver a consistently high-standard candidate experience reflective of our employer brand
 </li>
 <li>
 Build and maintain pipelines for high-impact roles; reduce reliance on inbound applicants. Leverage multi-channel sourcing with passive talent, referrals, community partnerships, events, local schools/trade programs, etc
 </li>
 <li>
 Provide bi-weekly and monthly business reviews with store and district leaders to align hiring strategy with operational goals. Review market hiring metrics, funnel performance, and aging roles to consult store leaders on action plans and bottlenecks
 </li>
 <li>
 Meet or exceed department Key Performance Indicators like but not limited to; time to fill, applicant cycle time, funnel metrics, requisition fill rates, etc
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 5+ years of experience in full-cycle high volume recruiting. Ability to manage 50+ requisitions at a time through strong time management and recruitment skills
 </li>
 <li>
 Travel required up to 50% of the time
 </li>
 <li>
 Hybrid work schedule: 4 days in office, 1 day work from home
 </li>
 <li>
 Advanced sourcing: Boolean, talent mapping, passive outreach, competitive market research, etc
 </li>
 <li>
 Strength in building pipelines through colleges, technical schools and military installations
 </li>
 <li>
 Experience supporting 15+ stores in a market strongly preferred
 </li>
 <li>
 Strong relationship management skills with demonstrated success driving hiring process change, influencing leaders, and creating adoption in environments with varying readiness. Must be skilled in data storytelling
 </li>
 <li>
 Proficiency with ATS, CRM, sourcing platforms, pipeline tools, and reporting dashboards
 
 
 </li>
 </ul>
 
 What We Offer
 
 
 
 <ul>
 <li>
 $95,000.00 - $105,000.00/year depending on experience
 </li>
 <li>
 Full line up of benefits - Medical, Dental, Vision, 401K and employee discounts
 
 
 </li>
 </ul>
 
 Equal Opportunity Employer
 
 
 
 We are an Equal Opportunity Employer and do not discriminate based on race, color, religion, sex, national origin, age, disability, or any other protected status. Employment is contingent upon successfully completing all applicable pre-employment requirements in accordance with federal, state, and local law.
</div>

Talent Acquisition Partner

NiCE

<div>
 At NiCE, we don&rsquo;t limit our challenges. We challenge our limits. Always. We&rsquo;re ambitious. We&rsquo;re game changers. And we play to win. We set the highest standards and execute beyond them. And if you&rsquo;re like us, we can offer you the ultimate career opportunity that will light a fire within you.
 
 
 
 Talent Acquisition Partner
 
 
 
 Location: Sandy, UT (hybrid; 2 days / week in office, 3 days / week at home)
 
 
 
 So, what&rsquo;s the role all about?
 
 
 
 As a Talent Acquisition Partner, your role is to connect exceptional candidates with opportunities that match their skills, aspirations, and career goals. With an obsession for winning, and a commitment to finding A+ talent, you act as a bridge between talented candidates and the unique opportunities available at NiCE. You do not need to arrive as a technical recruiter. What you do need is strong recruiting instincts and the drive to learn how we hire for tech at NiCE, and we will coach you on the rest.
 
 
 
 How will you make an impact?
 
 
 
 <ul>
 <li>
 Working effectively with management in the hiring of R&amp;D, Infrastructure and Product roles.
 </li>
 <li>
 Posting on the company career site and job requisitions
 </li>
 <li>
 Manages the interview process with hiring managers.
 </li>
 <li>
 Manages the Greenhouse applicant tracking system assuring all candidates are tracked in the ATS
 </li>
 <li>
 Manages the candidate experience from first impression to final interaction, always projecting NiCE in a professional and positive manner.
 </li>
 <li>
 Oversees the job requisition process including validation of job description prior to posting and hiring, budget and approvals from appropriate stakeholders.
 </li>
 <li>
 Performs the recruiting function including but not limited to: writing effective advertisements, determining best recruiting strategies for ad placement, working with hiring managers to determine appropriate skill set, mining and prescreening candidates and presenting vetted candidates to hiring managers.
 </li>
 <li>
 Strategizes best practice methods for reducing days to present qualified candidates, minimizing cost per hire while maximizing recruiting effectiveness. Partnering with outside agency recruiters should be an exception and not part of the normal hiring process.
 </li>
 <li>
 Manages Greenhouse, the company applicant tracking system including maintaining a legal on-line application system, as well as interview notes, applicant progress and final disposition of applications.
 </li>
 <li>
 Conducts reference checks as needed.
 </li>
 <li>
 Assures that all pre-hire and new hire paperwork is completed including background checks and drug screens.
 </li>
 <li>
 Continually develops new recruiting and sourcing methods for acquiring qualified candidates.
 </li>
 <li>
 Prescreens and interviews candidates and schedules interviews with hiring managers and hiring teams as appropriate.
 </li>
 <li>
 Ensures recruiting process is in compliance with company policies and government regulations.
 </li>
 <li>
 Follow the company Code of Ethics and NiCE policies and procedures at all times.
 </li>
 <li>
 Communicate in an effective and professional way with customers in and outside of NICE.
 
 
 </li>
 </ul>
 
 Have you got what it takes?
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s Degree in Human Resource Management, Business Management, Communications, or related field or equivalent work experience required.
 </li>
 <li>
 2-4 years of full-cycle recruiting experience, ideally including time in an agency setting, with corporate or in-house experience a plus
 </li>
 <li>
 Experience working day to day in an applicant tracking system, with Greenhouse a plus
 </li>
 <li>
 Successful experience working in a service-driven culture
 </li>
 <li>
 Working knowledge of employment law as it applies to hiring and interviewing
 </li>
 <li>
 Coachable, curious, and eager to learn. You do not need to be an experienced tech recruiter. If you have solid recruiting fundamentals and want to learn how we hire for technical roles at NiCE, we will teach you the rest
 </li>
 <li>
 Intermediate Excel, PowerPoint, and Word skills
 </li>
 <li>
 Intermediate experience with HRIS systems
 </li>
 <li>
 Excellent verbal and written communication skills
 </li>
 <li>
 Energetic and proactive personality
 
 
 </li>
 </ul>
 
 This job description is not intended to be all-inclusive, and employees will also perform other reasonable related business duties as assigned by immediate supervisor and other management as required.
 
 
 
 
 This organization reserves the right to revise or change job duties as the need arises. This job description does not constitute a written or implied contract of employment
 
 
 
 
 Requisition ID: 11399
 
 
 
 
 Reporting into:
 
 Manager, Talent Acquisition
 
 
 
 Role Type:
 
 Individual Contributor
 
 
 
 What&rsquo;s in it for you?
 
 
 
 Join an ever-growing, market disrupting, global company where the teams &ndash; comprised of the best of the best &ndash; work in a fast-paced, collaborative, and creative environment! As the market leader, every day at NiCE is a chance to learn and grow, and there are endless internal career opportunities across multiple roles, disciplines, domains, and locations. If you are passionate, innovative, and excited to constantly raise the bar, you may just be our next NiCEr!
 
 
 
 Enjoy NiCE-FLEX!
 
 
 
 At NiCE, we work according to the NiCE-FLEX hybrid model, which enables maximum flexibility: 2 days working from the office and 3 days of remote work, each week. Naturally, office days focus on face-to-face meetings, where teamwork and collaborative thinking generate innovation, new ideas, and a vibrant, interactive atmosphere.
 
 
 
 About NiCE
 
 
 
 
 NICE Ltd. (NASDAQ: NICE) software products are used by 25,000+ global businesses, including 85 of the Fortune 100 corporations, to deliver extraordinary customer experiences, fight financial crime and ensure public safety. Every day, NiCE software manages more than 120 million customer interactions and monitors 3+ billion financial transactions.
 
 
 
 
 Known as an innovation powerhouse that excels in AI, cloud and digital, NiCE is consistently recognized as the market leader in its domains, with over 8,500 employees across 30+ countries.
 
 
 
 
 NiCE is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, age, sex, marital status, ancestry, neurotype, physical or mental disability, veteran status, gender identity, sexual orientation or any other category protected by law.
 
</div>

Discovery Senior Living

<div>Primary Office Location: Remote, with travel to communities and business offices as needed.

POSITION SUMMARY:

The Senior Talent Acquisition Partner is a strategic, full-cycle recruiting professional responsible for delivering high-quality talent across Discovery Senior Living (DSL), with primary emphasis on Management Companies, regional, community leadership, and other critical positions. The role partners closely with Operations, Sales, Human Resources, and regional leaders to translate business priorities into practical recruiting strategies, build proactive talent pipelines, and deliver an efficient, consistent candidate and hiring-manager experience.

This position serves as a trusted advisor to business leaders and uses market intelligence, recruiting data, disciplined execution, and creative sourcing strategies to attract, assess, and hire talent aligned with DSL&rsquo;s growth objectives, operational performance, culture, and commitment to resident experience.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

The following duties are representative of this position and are not intended to be all-inclusive. Other duties may be assigned.

Full-Cycle Recruiting and Selection:
<ul><li>Full-cycle recruiting for assigned leadership and critical roles, including Executive Directors; Directors of Sales; Directors of Health and Wellness; regional and area leaders; and director-level positions in Operations, Culinary, Facilities, Memory Care, and related functions.</li></ul>
<ul><li>Lead intake meetings to clarify position scope, success profiles, required qualifications, sourcing strategy, interview process, decision makers, and target timelines.</li></ul>
<ul><li>Source, screen, and assess candidates for qualifications, work history, leadership capability, and alignment with DSL&rsquo;s culture and business needs; present recommendations to hiring leaders and coordinate next steps.</li></ul>
<ul><li>Facilitate structured interviews and assessments and coach hiring managers on effective interviewing, candidate evaluation, timely decision-making, and selection accountability.</li></ul>
<ul><li>Partner with hiring leaders and Human Resources on selection decisions, offer strategy, approvals, negotiations, and pre-employment handoffs in accordance with internal guidelines.</li></ul>
<ul><li>Maintain timely communication with candidates and hiring managers before and after interviews to ensure a responsive, high-quality experience.</li></ul>

Sourcing, Pipeline Development, and Employer Brand:
<ul><li>Build and maintain diverse talent pipelines through direct sourcing, professional networks, referrals, job boards, databases, social media, industry partnerships, and community-based outreach.</li></ul>
<ul><li>Develop relationships with colleges, universities, technical schools, professional associations, and other community partners to promote DSL career opportunities.</li></ul>
<ul><li>Coordinate and participate in job fairs, networking events, and targeted recruiting campaigns as needed.</li></ul>
<ul><li>Use LinkedIn, Indeed, Glassdoor, social media, and other digital channels effectively while representing the DSL employer brand consistently and professionally.</li></ul>
<ul><li>Continuously evaluate sourcing channels and adjust strategy to improve candidate quality, pipeline diversity, speed, and return on recruiting investment.</li></ul>

Stakeholder Partnership and Influence:
<ul><li>Serve as a trusted advisor to ManCo, regional, community, and functional leaders on recruiting strategy, market conditions, candidate quality, and hiring risk.</li></ul>
<ul><li>Lead regular pipeline reviews, establish clear expectations, and align stakeholders on priorities, progress, challenges, decisions, and next steps.</li></ul>
<ul><li>Develop strong business relationships with hiring managers and ensure alignment among Talent Acquisition, Human Resources, Operations, Sales, and other partners.</li></ul>
<ul><li>Balance recruitment activity across multiple locations and concurrent openings while maintaining urgency, organization, and service quality.</li></ul>

Recruiting Operations, Technology, and Analytics:
<ul><li>Maintain accurate, timely candidate and requisition activity in the applicant tracking system for assigned positions and markets.</li></ul>
<ul><li>Manage or support assigned job-board accounts, posting activity, campaigns, and related billing processes in accordance with established procedures.</li></ul>
<ul><li>Track and analyze time to fill, pipeline health, candidate source, offer acceptance, aging, and other performance indicators; use data to identify risks and improve outcomes.</li></ul>
<ul><li>Provide accurate weekly reporting and actionable insights to leadership regarding open positions, candidate progress, market challenges, and recommended actions.</li></ul>
<ul><li>Maintain compliance with recruiting processes, documentation standards, employment practices, and applicable laws throughout the selection process.</li></ul>

QUALIFICATIONS:

Education and Experience:
<ul><li>Bachelor&rsquo;s degree in Human Resources, Business, or a related field required; equivalent directly relevant experience may be considered.</li></ul>
<ul><li>7+ years of progressive full-cycle recruiting experience, including demonstrated success recruiting leadership-level and critical business roles.</li></ul>
<ul><li>Experience supporting multi-site, geographically dispersed organizations preferred.</li></ul>
<ul><li>Experience in senior living, healthcare, hospitality, or a related service industry preferred.</li></ul>

Knowledge, Skills, and Abilities:
<ul><li>Advanced sourcing and talent-pipeline development skills, including proactive outreach for hard-to-fill roles.</li></ul>
<ul><li>Strong consultative, relationship-building, influencing, negotiation, and stakeholder-management skills.</li></ul>
<ul><li>Ability to organize and prioritize a high volume of recruitment activity across multiple locations and roles.</li></ul>
<ul><li>Sound judgment and the ability to assess candidates, interpret market conditions, identify hiring risk, and recommend practical solutions.</li></ul>
<ul><li>Strong written and verbal communication skills, including the ability to present recruiting insights and recommendations to leaders.</li></ul>
<ul><li>Proficiency with applicant tracking systems, job boards, sourcing platforms, Microsoft Office, and recruiting analytics; ability to learn new applications quickly.</li></ul>
<ul><li>Working knowledge of applicable employment laws, fair hiring practices, and confidential information handling.</li></ul>

ENVIRONMENTAL ADAPTABILITY:

Work is performed primarily indoors in a climate-controlled setting. This remote position requires travel to communities, business offices, recruiting events, and other locations as business needs dictate.

PHYSICAL REQUIREMENTS:

The physical demands described below are representative of those that must be met to perform the essential functions of this position. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. While performing the duties of this position, the Team Member is regularly required to communicate verbally and hear; frequently required to sit, use hands to handle or feel, and reach with hands and arms; and occasionally required to stand and walk. The Team Member must occasionally lift and/or move up to 25 pounds. Specific vision abilities include close vision, depth perception, and the ability to adjust focus.

EQUAL OPPORTUNITY EMPLOYER:

We are proud to be an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all team members. EOE D/V</div>

Senior Talent Acquisition Partner

LayerZero Power Systems INC

<div>Talent Acquisition Partner- ONSITE
About Us:
LayerZero Power Systems Inc. is a globally recognized leader in providing state-of-the-art power distribution solutions for critical industries. With a strong focus on reliability, innovation, and customer satisfaction, we deliver advanced power systems products that ensure an uninterrupted and dependable power supply in mission-critical environments. Our customer base is comprised of companies in the data center (our main focus), financial, computer service provision, and semiconductor manufacturing sectors. LayerZero Power Systems is on a trajectory of sustained growth, with a loyal customer base of existing Fortune 100 customers and an expanding portfolio of new customers.
Position Summary
We are seeking an experienced and strategic Talent Acquisition Partner to join our team. This role is responsible for managing the full recruitment lifecycle, partnering closely with business leaders, and developing talent acquisition strategies that attract and secure top-tier talent. The ideal candidate will have 10+ years of full-cycle recruiting experience, a proven ability to build strong candidate pipelines, exceptional stakeholder management skills, and a demonstrated track record of successfully hiring high-quality candidates across a variety of functions and levels.
As a trusted advisor to hiring managers and leadership teams, the Talent Acquisition Partner will provide market insights, recruitment expertise, and strategic workforce planning support to ensure the organization attracts and retains exceptional talent.
Key Responsibilities:
Full-Cycle Recruiting<ul><li>
Manage the end-to-end recruitment process, including intake meetings, sourcing, screening, interviewing, offer negotiation, and onboarding support.</li><li>
Partner with hiring managers to create effective recruiting strategies that align with business objectives and workforce plans.</li><li>
Ensure an exceptional candidate experience throughout the hiring process.</li><li>
Drive recruitment efforts for professional, technical, leadership, and specialized positions.</li><li>
Talent Sourcing &amp; Pipeline Development</li><li>
Develop and execute proactive sourcing strategies to identify and engage passive and active candidates.</li><li>
Leverage multiple sourcing channels, including LinkedIn Recruiter, job boards, networking events, referrals, social media, and industry associations.</li><li>
Build and maintain robust talent pipelines for current and future hiring needs.</li><li>
Continuously assess market trends and talent availability to inform recruiting strategies.</li></ul>
Business Partnership<ul><li>
Establish strong relationships with business leaders, hiring managers, HR partners, and key stakeholders.</li><li>
Serve as a trusted recruitment advisor by providing guidance on hiring practices, talent market trends, compensation benchmarking, and candidate assessment.</li><li>
Conduct regular hiring strategy discussions with leadership teams to anticipate talent needs.</li><li>
Influence stakeholders through data-driven recommendations and recruiting best practices.</li></ul>
Recruitment Operations &amp; ATS Management<ul><li>
Utilize Applicant Tracking Systems (ATS) to manage candidate workflows, maintain accurate records, and ensure compliance with recruitment policies.</li><li>
Analyze recruiting metrics including time-to-fill, quality-of-hire, source effectiveness, and pipeline health.</li><li>
Identify opportunities to improve recruiting processes, efficiencies, and candidate engagement.</li></ul>
Employer Branding &amp; Talent Attraction<ul><li>
Support employer branding initiatives that enhance the organization's reputation as an employer of choice.</li><li>
Create and promote compelling candidate value propositions.</li><li>
Participate in recruiting events, career fairs, networking activities, and talent community engagement efforts.</li></ul></div>

Talent Acquisition Partner- ONSITE

NKC Health

<div><div><div><div><div><div>SUMMARY: Under the direction of the Supervisor, Talent Acquisition, contributes to the effective operation of the hospital by managing and recruiting all aspects of national and local recruitment / sourcing efforts to fill critical, difficult and visible positions within NKC Health. Collaborates with leadership, hiring managers and sourcing team to maintain a cost-effective recruiting process that will provide continuous, high quality staffing for the hospital. Serves as a talent advisor, establishing effective recruitment strategies to achieve talent needs in the full-cycle recruiting, including sourcing, screening, interviewing, closing top talent and onboarding. Partners with and guides hiring managers regarding staffing issues, helps with workforce planning and various sourcing events. This is a hybrid position working in the office three days per week and remote two days per week once the training period is completed. 
 
EXPERIENCE: 2+ years of prior recruiting experience, Hospital experience is highly preferred. Sourcing experience a plus. 
 
LICENSE/CERT: Preferred: Certified Recruiting Specialist or PHR/SPHR or SHRM-CP/SHRM-SCP 
 
EDUCATION: Required: Bachelors - Related Field, Preferred: Bachelors - Human Resources</div>
</div>
</div></div></div> 
Location: North Kansas City Hospital &middot; HUMAN RESOURCES 
Schedule: Full-Time, DAYS</div>

Talent Acquisition Partner/Sourcer

Airbus

<div>Airbus is committed to providing reasonable accommodations as an Equal Opportunity Employer to applicants with disabilities. If you require assistance or an accommodation to complete your application, please contact us at USCareers@airbus.com
<ul><li>Notice: Know Your Rights: Workplace Discrimination is Illegal
</li><li>Notice: Pay Transparency Nondiscrimination (English)
</li><li>Aviso: Transparencia en el Pago No Discriminación (Spanish)
</li></ul>Job Description:
Airbus Commercial Aircraft is looking for a Talent Acquisition Partner (Contract) to join our Talent Acquisition team. This role will support our Kinston, NC facility. This position is a temporary (contract) position with no specific time period but could be extended or shortened as needed. Contractors are employed by a 3rd party vendor and placed on assignment to Airbus in America. 
Talent Acquisition Partner will be responsible for sourcing, screening and recommending candidates for Airbus roles at all levels of the organization entry level through senior leadership. This level of TA Partner will develop and deploy advanced sourcing strategies including cold calling, and network development. This person must understand, model and represent the Airbus employment value proposition and published Airbus Values. He or she will identify opportunities to build applicant pools, establish trust and partnerships with the managers, identify potential &ldquo;fit&rdquo; through effective interviewing and testing, effectively administer the interviewing and onboarding process, and ensure a positive new hire experience. Developing and executing recruitment plans and strategies are primary responsibilities to ensure hiring goals are met with the best possible talent. All activities must be in compliance with Equal Employment Opportunity laws, HIPAA, ERISA and other regulations, as appropriate.
Meet the Team:
Working in our Human Resources department, it&rsquo;s our mission to help support Airbus&rsquo; greatest assets: our team members. Our team works cross-departmentally as well as with our global counterparts to ensure we are making a positive impact on all aspects of our employee experience.
Your Challenges:
<ul><li>Lead recruitment of roles assigned
</li><li>Working with leaders, hiring managers and Human Resources to support the end to end recruitment process for open opportunities
</li><li>Developing and Implementing proactive Sourcing Strategies for assigned roles
</li><li>Support of Workforce Development Initiatives
</li><li>Conduct pre-screen interviews to provide a down select slate of candidates to hiring team for consideration and interview
</li><li>Participate in Recruitment events
</li></ul>Your Boarding Pass:
<ul><li>Higher education (two- or four-year college degree) in Business Administration, Human Resources or related field or equivalent additional work experience in the Talent Acquisition field.
</li><li>6+ years of progressive talent acquisition, candidate sourcing and interviewing experience. Prior industry experience strongly preferred.
</li><li>Strong understanding of staffing principles, laws, and procedures and a solid working knowledge of recruitment/employment programs.
</li><li>Knowledge of US Employment and Labor Laws and application to the recruitment process and the applicant tracking system.
</li><li>Knowledge of the regional labor market.
</li><li>Demonstrated knowledge of various recruiting techniques, and experience in online/social media recruiting.
</li><li>Ideal candidate will have experience and/or exposure in the assigned area of responsibility.
</li><li>Proven ability to communicate and effectively &ldquo;sell&rdquo; an organization's value proposition.
</li><li>Solid working knowledge of recruitment/employment programs.
</li><li>Demonstrated knowledge of various recruiting techniques, and experience in online/social media recruiting.
</li><li>Ideal candidate will have experience and/or exposure in the assigned area of responsibility.
</li><li>Must possess excellent oral/written communication, marketing, presentation, interviewing and interpersonal skills.
</li><li>Strong customer service, negotiation skills and ability to interact with employees at all levels throughout the company.
</li><li>Self-starter with excellent time management, multi-tasking and organizational skills.
</li><li>Strong work ethic and sense of integrity, trustworthiness and ability to maintain a high level of confidentiality.
</li><li>Creative in brainstorming and proposing new ideas and solutions to existing problems.
</li><li>Strong understanding of staffing principles, laws, and procedures and a solid working knowledge of recruitment/employment programs.
</li><li>Demonstrated knowledge of various recruiting techniques, and experience in online/social media recruiting.
</li><li>Ideal candidate will have experience and/or exposure in the assigned area of responsibility.
</li><li>Google Suite of productivity tools
</li><li>Proficiency with Microsoft Office (Word, Excel, Outlook), Google Suite is a plus internet,
</li><li>Proficient in Applicant Tracking Systems.
</li><li>Experience with LinkedIn Recruiter and other candidate sourcing tools
</li></ul>Physical Requirements:
<ul><li>Onsite 100%
</li><li>Vision: able to see and read computer screen and other electronic equipment with screens, able to read documents, reports and engineering drawings. Daily
</li><li>Hearing: able to hear to participate in conversations in person and via teleconference or phone and to hear sounds on production floor including safety warnings or alarms. Daily
</li><li>Speaking: able to speak in conversations and meetings, deliver information and participate in communications.
</li><li>Daily Equipment Operation (personal computer, telephone, copies, fax machine, and related office equipment and using electronic identification card to enter building floors and internal doors): able to operate most office and personal electronic equipment and some tools including production tools such as hydraulic lifts. Daily
</li><li>Carrying: able to carry documents, tools, drawings, electronic equipment up to 30lbs/14kgs. Rarely
</li><li>Lifting: able to lift documents, tools, drawings, electronic equipment up to 30lbs/14kgs.
</li><li>Pushing / Pulling: able to push and pull small office furniture and some equipment and tools. Rarely
</li><li>Sitting: able to sit for long periods of time in meetings, working on computer. Daily
</li><li>Squatting / Kneeling: able to squat or kneel to retrieve or replace items stored on low shelving. Rarely
</li><li>Standing: able to stand for discussions in offices or on production floor. Daily
</li><li>Travel: able to travel independently and at short notice. 10-15%
</li><li>Walking (include routine walking such as to a shared printer to retrieve documents): able to walk through office and production areas including uneven surfaces. Daily
</li></ul>Citizenship:
<ul><li>Able to work in the US without a current or future need for visa sponsorship
</li></ul>Take your career to a new level and apply online now!
A full job description will be provided to candidates who progress to the interview stage or any candidate upon request.
This job requires an awareness of any potential compliance risks and a commitment to act with integrity, as the foundation for the Company&rsquo;s success, reputation and sustainable growth.
Company:
Airbus Americas, Inc.
Employment Type:
Agency / Temporary
Experience Level:
Professional
Remote Type:
On-site
Job Family:
HR Expertise &lt;JF-HR-CC&gt;
-
<div><div><div><div><div><div><div>-
</div></div></div></div></div></div></div>Airbus provides equal opportunities to all individuals seeking assignment with Airbus without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. In addition to federal law requirements, Airbus complies with applicable state and local laws governing nondiscrimination in every location in which the company has facilities. Airbus expressly prohibits any form of workplace harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. This assignment description does not constitute a written or implied contract of employment.
By submitting your CV or application you are consenting to Airbus using and storing information about you for monitoring purposes relating to your application or future employment. This information will only be used by Airbus.
 
Airbus is committed to achieving workforce diversity and creating an inclusive working environment. We welcome all applications irrespective of social and cultural background, age, gender, disability, sexual orientation or religious belief.
Airbus is, and always has been, committed to equal opportunities for all. As such, we will never ask for any type of monetary exchange in the frame of a recruitment process. Any impersonation of Airbus to do so should be reported to emsom@airbus.com .</div>

Talent Acquisition Partner (Contract)

Adena Health System

<div><div>Talent Acquisition Partner&ndash; Chillicothe ARMC (Day) FT 
</div>At Adena Health, professional roles shape the systems, strategy, and operational excellence that support patient care across Southern Ohio. These positions are a great fit for leaders and specialists who value purpose-driven work and community impact.
Mission Statement: &ldquo;Called to serve our communities&rdquo;.
Guiding Principle: &ldquo;Let all that you do be done in love&rdquo;.
Vision: To be the region's most trusted partner in healthcare.
Values: Compassion, Excellence, Integrity, and Trust. 
<div></div>Position Highlights: 
<div> 
<ul><li>Position: Talent Acquisition Partner
</li><li>Salary: Based on YOE
</li><li>Work Life Balance: Full-Time | Day Shift-Hybrid
</li><li>Location/Department: Chillicothe &ndash; ARMC
</li><li>Reports to: Richard Henson 
</li></ul>At Adena Health, professional roles shape the systems, strategy, and operational excellence that support patient care across Southern Ohio. These positions are a great fit for leaders and specialists who value purpose-driven work and community impact. 
<div></div>Why Adena? 
<ul><li>Community-centered decision making
</li><li>Leadership visibility and cross-functional collaboration
</li><li>Competitive compensation and benefits
</li><li>Growth-focused culture
</li>Opportunity to influence real healthcare outcomes 
<li>
</li></ul><div></div>Does Adena offer growth opportunities?
Growth at Adena isn&rsquo;t one-size-fits-all. It&rsquo;s built through relationships, mentorship, and opportunity.
Caregivers are encouraged to explore career paths that fit their strengths and interests through:
<ul><li>Emerging leader and leadership development programs
</li><li>Tuition assistance and education support
</li><li>Skill-building and lateral career opportunities
</li>Visibility with leaders who recognize potential early 
<li>
</li></ul><div></div>What You&rsquo;ll Do
Position Summary: Responsible for executing recruitment activities from sourcing to offer for entry to middle level management and individual contributor positions. Collaborates with HR Business Partners and hiring managers for assigned divisions to address Talent Acquisition needs. Provides consultative services including workforce planning, establishing service level agreements, and regular reporting and developing sourcing strategies as needed. Maintains and fosters excellent relations with hiring managers and providing a highly professional and excellent candidate experience. Work activities include, but are not limited to, attracting and identifying candidates to fill positions; managing the interview process; conducting interviews; guiding newly hired employees through the preboarding process, and coordinating relocation services. Ensures consistency of employer brand to attract and recruit diverse top talent. Sources (up to 25%), assesses and selects qualified applicants to be referred as candidates for open searches, which includes networking and cultivating a talent pipeline in a creative and effective manner.
Minimum Qualifications Required Educational Degree: Bachelor&rsquo;s Degree Major/Area of Concentration: Human Resources or related field Preferred Education:
Required Certifications, Credentials and Licenses:
Preferred Certifications, Credentials and Licenses:
Required Experience: 3-5 years of prior Human Resources experience; 1-2 years of experience with talent acquisition
Preferred Experience: Job Specific Knowledge, Skills &amp; Abilities Experience recruiting and sourcing in a 3rd party agency environment within the healthcare sector is preferred. Ability to maintain a broad understanding and awareness of Talent Acquisition processes and best practices to support organizational hiring needs. Ability to collaborate with leadership as a credible, results-driven and valued business partner by engaging in proactive discussions and decision around mission attainment, business performance, financial operations and impacts, negotiations, strategy and development of key talent programs and processes to identify and address current and future business and people challenges. Ability to serve as a steward of the culture by working to establish and maintain a caring, collaborative and high-performance culture and displaying a commitment to diversity. Ability to understand organizational relationships and structures. Proven customer-service orientation. Strong written and verbal communication skills in order to discuss detailed technical or sensitive information with internal and external customers. Detail-oriented with a high level of organizational skills and ability to manage and complete work in an efficient and thorough manner. Must have previous experience with Applicant Tracking Systems. Experience with using electronic media, social networking, internet research, candidate mining, and professional organizations to source candidates and build talent pipelines. Experience working with recruitment CRM systems preferred. Maintains a working knowledge of applicable Federal, State, and local laws and regulations, Adena Health&rsquo;s Organizational Integrity Program, Standards of Conduct, as well as other policies and procedures in order to ensure adherence in a manner that reflects honest, ethical, and professional behavior.
Job Specific Essential Functions &bull; Manages full-cycle recruitment for assigned job families, including sourcing, screening, interview coordination, selection, offer creation, and pre-employment processes.
 <ul><li>Partners with hiring leaders to drive efficient, high-quality hiring decisions and ensure a strong candidate and hiring manager experience.
 </li></ul><ul><li>Guides candidates through onboarding and pre-boarding processes to support successful acclimation, retention, and on-time starts.
</li></ul><ul><li>Develops and executes proactive sourcing strategies to build diverse pipelines for critical and hard-to-fill roles.
</li></ul><ul><li>Leads and participates in college, university, and school outreach, including classroom presentations, career fairs, and professional conferences to generate leads and build early talent pipelines.
</li></ul><ul><li>Establishes and maintains relationships with academic institutions, program directors, and community partners to support workforce development initiatives (e.g., internships, clinical rotations, early career programs).
</li></ul><ul><li>Collaborates with sourcing and recruitment marketing to promote Adena Health&rsquo;s employment value proposition and strengthen employer branding.
</li></ul><ul><li>Utilizes compensation tools and market data to develop competitive offers, including sign-on bonuses, relocation, and other incentives as appropriate.
 </li></ul><ul><li>Leverages technology and data (ATS, CRM, sourcing tools) to track candidate activity, maintain accurate records, and improve recruitment effectiveness.
 </li></ul><ul><li>Conducts outreach to passive candidates through cold and warm calling, networking, and digital engagement strategies; actively solicits referrals and systematically tracks and re-engages &ldquo;silver medal&rdquo; candidates to build sustainable talent pipelines.
 </li></ul><ul><li>Maintains knowledge of industry trends and leading practices to continuously improve recruitment processes and outcomes.
 </li></ul><ul><li>Ensures compliance with all applicable employment laws, regulations, and organizational policies and standards of conduct.
</li></ul><ul><li>Supports system-wide initiatives, workforce planning efforts, and organizational changes, including mergers, acquisitions, and restructuring activities as needed. 
</li></ul><div></div>Why Caregivers Stay? 
<ul><li>Reliable compensation
</li><li>Strong healthcare coverage options
</li><li>3.5% retirement match with automatic annual increase
</li><li>PTO that grows with tenure
</li>Visible leadership impact within a regional health system 
<li>
</li></ul><div></div>Ready to Explore?
If you&rsquo;re seeking meaningful professional work where strategy meets community impact &mdash; we&rsquo;d love to connect. Apply today to be connected directly with a Talent Acquisition representative! 
<div></div>Adena Health System is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, gender, gender identity, sexual orientation, age, status as a protected veteran, or status as a qualified individual with disability or any other protected class</div></div>

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