The Senior Talent Acquisition Partner leads full-cycle recruitment for complex and high-impact roles across the organization. This role serves as a strategic advisor to hiring managers, drives sourcing strategies, and champions employer branding & inclusive hiring practices. The Senior TA Partner plays a key role in workforce planning and talent pipeline development.

What you’ll do
– Lead full-cycle recruitment for complex, high-impact, and leadership roles.
– Develop and execute sourcing strategies tailored to business unit needs.
– Utilize data and analytics to inform recruitment decisions and improve outcomes.
– Ensure alignment of hiring practices with organizational goals.
– Serve as a strategic partner to HR Business Partners, Compensation and senior leaders.
– Facilitate intake meetings and calibrations to refine role requirements.
– Oversee interview planning and ensure consistent candidate evaluation practices.
– Partner with Compensation and HR on requisitions and offer approvals.
– Lead process improvement initiatives to enhance efficiency and candidate experience.
– Advisor to association banks and district banks on best practices and HRIS technology.
– Represent the organization at career fairs, industry events, and networking forums.
– Build and maintain talent pipelines for critical and future roles.
– Collaborate with Marketing and Communications to promote employer brand.
– Mentor junior partners and contribute to team knowledge sharing.
– Support internal mobility and succession planning efforts.

What you’ll need
– Bachelor’s Degree in Human Resources, Business Administration, Psychology, Communications, or a related field. Master’s Degree or advanced coursework in Human Resources, Organizational Development, or Industrial/Organizational Psychology preferred.
– 5+ years in full-cycle recruiting, preferably in a corporate or financial services environment.
– SHRM-CP, SHRM-SCP, PHR, or SPHR strongly preferred.
– Ability to align recruitment strategies with organizational goals and workforce planning.
– Exceptional written and verbal communication skills, including the ability to influence and advise senior stakeholders.
– Proficiency in applicant tracking systems (e.g., Oracle ORC) and HRIS platforms.
– Ability to lead recruitment initiatives, manage competing priorities, and drive process improvements.
– Ability to build trust and collaborate across departments, including HR, Compensation, and bu siness units.
– Thrives while navigating ambiguity and shifting priorities in a fast-paced environment.