Lead Talent Acquisition Partner

WGI•West Palm Beach, FL

9d•Onsite

About The Position

At WGI, you will find talented, passionate associates providing exceptional service in collaborative, team-driven environments, all while having fun and enjoying the work they do. WGI prides its reputation as one of the nation's top consulting firms -- and our awards support our beliefs. We strive to stay ahead of the curve investing in the latest tools and technology. We are always looking for remarkable individuals to join our team and help expand our visionary approach. If you think you are an innovative team-player and want to shape your community, join our WGI team today! We are seeking a Lead Talent Acquisition Business Partner to join our growing team. We are looking for someone in our West Palm Beach corporate headquarters who will serve as a trusted Talent Advisor can provide impeccable customer service and is committed to providing a strong candidate and hiring manager experience to a growing business! This position leads the recruitment and sourcing for WGI’s and serves as the trusted Talent Advisor to an assigned group of WGi’s Business Divisions. This role partners with Vice Presidents and business leaders to anticipate workforce needs, develops practical hiring strategies, and delivers full cycle recruiting across Corporate, Business Development, Engineering, Operations, and other positions as needs require. Balancing hands-on recruiting, the Talent Business Partner brings one consistent recruiting process, market insights, and a strong candidate and hiring manager experience to a growing business.

Requirements

Bachelor’s degree in business administration, communications, marketing, human resources or a related field, or an equivalent combination of education and directly relevant experience.
Demonstrated success with direct sourcing, recruiting complex, specialized, technical, professional, and senior-level talent.
Experience recruiting Civil, Electrical, Environmental. Building, Construction and Transportation Engineers in the Consulting arena.
Proven experience in conducting market research and direct sourcing passive candidates in hard-to-find niche positions and skill sets.
Demonstrated knowledge of the sales cycle, influencing and proven closing techniques.
Hands on experience with sourcing tools and platforms to identify and engage top talent.
Strong negotiation skills with the ability to navigate complex conversations and find the win-win outcomes for candidates, hiring managers and stakeholders.
Growth mind set, committed to continuous learning, improvement and growth in a growing environment
Experience advising business leaders on market research, recruitment strategy, labor market and compensation conditions.
Experience coaching hiring managers on structured interviewing and score card-based hiring decisions.
Clear, confident communication, relationship building, and influencing skills with the ability to work with WGI Senior Leaders and stakeholders at every level.
Experience using applicant tracking and recruiting data to manage pipeline, reporting and continuous improvement.
Strong organizational judgement, adaptability and the ability to manage changing priorities across multiple WGI Divisions and locations.
Proven track record of achieving or exceeding recruitment metrics and hiring targets.
Experience partnering with business leaders and hiring managers in a consultative capacity.
Strong organizational skills with the ability to manage multiple requistions and priorities simultaneously.
Ability to work independently, demonstrate sound judgement, and solve complex recruiting challenges.

Responsibilities

Function as the primary talent acquisition advisor for assigned Business Divisions, functions, or locations, build relationships, develop a strong understanding of the business goals and strategy, understand the organizational structure, workforce needs, and critical skill requirements. Recommend hiring approaches that align with the operational needs.
Partner with the business and HR leaders to anticipate workforce needs, understand talent risks, capability / skill gaps, and growth plans and hiring priorities, translating these insights into proactive talent acquisition strategies and talent pipeline.
Own full cycle direct sourcing recruiting for assigned priority, complex, or high-impact requisitions, including strategic leadership searches, from intake and sourcing through assessment, offer, references and 1st day onboarding.
Work collaboratively with the business to develop an agreed upon sourcing plan, recruitment timelines (sourcing to hire), and set shared expectations.
Lead and own the job intake process, including the recruitment kickoff meeting with hiring managers, addressing hiring and role requirements, approved compensation ranges, offer approvers, interview panels, minimum requirements, direct sourcing guidelines.
Lead the recruitment strategy discussions to clarify business outcomes and market research timeline.
Review successful candidate profiles, labor market realities, sourcing approaches.
Conduct Markert Research and develop marketing strategies that are tailored for the business using direct sourcing, talent mapping, professional networks, social media, employee referrals, targeted outreach, industry associations, events, and other appropriate channels.
Provide hiring managers / stakeholders with market intelligence, including talent supply, competitive conditions, compensation considerations, geographic factors, candidate expectations, and potential hiring risks.
Advise and influence hiring managers on role design, candidate assessment, diversity of talent pools, interview quality, selection decisions, and competitive offer strategies.
Build and maintain proactive pipelines for recurring, difficult-to-fill, and business-critical capabilities, with a focus on long-term talent relationships rather than requisition-only recruiting.
Deliver a professional, transparent, and engaging candidate experience through consistent communication, timely feedback, thoughtful relationship management, and effective closing practices.
Use recruiting data and operational metrics to identify trends, assess candidate funnel health, monitor time to fill, and recommend actions that improve quality, speed, candidate experience, and hiring outcomes.
Maintain accurate and timely records in the applicant tracking system and ensure recruiting activity complies with WGI policies, established processes, data privacy requirements, and applicable employment laws.
Facilitate effective calibration and debrief discussions, helping hiring teams evaluate candidates objectively and reach well-supported selection decisions.
Partner closely with HR Business Partners, HR Operations, business leaders, and other stakeholders to resolve hiring challenges and deliver coordinated hiring experience to the candidate.
Partner across the TA team, including College and Early Career, to share talent, recruiting resources, market knowledge, and best practices while adapting to the distinct needs of each WGI Division.
Maintain accurate, timely candidate and requisition records in ICIMS, our applicant tracking system and system of record, and support compliant, consistent recruiting practices.
Conduct comprehensive interviews to assess candidate’s qualifications, skills and fit for the role.
Provide a white glove experience to the candidate and own the recruitment cycle from position creation to candidate 1 st day on the job.
Deliver a strong candidate and hiring manager experience through proactive communication, clear expectations, and timely follow-through.
Coach hiring managers and interview teams on effective recruiting practices, structured interviewing, candidate engagement, bias awareness, and their responsibilities throughout the hiring process.
Lead or contribute to Talent Acquisition projects, process improvements, employer branding initiatives, technology enhancements, hiring events, vendor partnerships.
Assess and monitor the effectiveness of sourcing channels and recommend improvements to support hiring goals.
Identify passive talent and engage high-performing candidates for current and future opportunities.
Build and maintain proactive candidate pipelines for technical, professional and operational positions.
Monitor and report recruitment metrics, targets, and performance results on a weekly, monthly and quarterly basis.
Track key performance indicators such as quality of hire, time to fill, cost to fill and ensure recruitment goals are met or exceeded.