Principal Talent Partner - Executive Search

Rosendin•Coppell, TX

About The Position

The Principal Talent Acquisition Partner is a senior individual contributor who independently owns and delivers complex, high-impact recruiting across assigned functions, business units, or regions. The role uses deep recruiting expertise, labor market insight, and professional judgment to address challenging hiring needs and influence hiring outcomes. With minimal guidance, the partner serves as a trusted advisor to business leaders and HR partners, develops recruiting strategies for critical roles, and delivers high-quality talent in competitive markets. This position has no formal people-management responsibility, but may provide informal guidance and mentorship to less experienced recruiters. The role includes full-cycle recruiting for complex, technical, professional, or high-volume roles; advising stakeholders on talent availability and hiring trade-offs; building diverse talent pipelines; and collaborating with sourcing, recruiting operations, and employer branding. It also contributes to workforce planning, recruiting improvements, and an inclusive candidate experience while maintaining accurate and compliant data and following enterprise policies, employment laws, and compliance requirements. The work is primarily indoors in a general work environment, with periods of sitting, standing, walking, typing, carrying, pushing, and bending. Environmental conditions may include fluorescent lighting and air conditioning; noise is usually low to medium but can be loud on a jobsite. Occasional lifting of up to 30 pounds is required. Rosendin states that it complies with the ADA and applicable state law and considers reasonable accommodations.

Requirements

BA/BS degree or equivalent work experience.
At least 7 years of recruiting experience.
Demonstrated success recruiting for complex, technical, or operational roles.
Proficiency using computers and Microsoft Office, including Outlook, Word, Excel, and PowerPoint.
Intermediate-to-advanced sourcing skills and experience finding hard-to-fill talent.
Strong ability to partner with and influence hiring managers and senior stakeholders.
Sound judgment in balancing competing priorities and hiring trade-offs.
Excellent communication, consultative, and stakeholder-management skills.
Proficiency with applicant tracking systems and recruiting technologies.
Commitment to inclusive hiring practices and equitable candidate experiences.
Ability to build and manage effective relationships across all levels of an organization.
High discretion and interpersonal skills for handling sensitive and confidential personnel matters and documentation.
Strong organizational, record-keeping, and follow-up skills.
Ability to prioritize and manage multiple tasks and adapt to changing priorities and requirements.
Ability to work under pressure with a positive attitude.
Oral and written communication skills appropriate to the position.
Ability to shift recruiting direction and priorities in response to changing business needs.
Strong understanding of employment laws and OFCCP compliance.

Nice To Haves

Solid understanding of one or more of these industries: data centers, chip manufacturing, medical buildings, utility-scale renewables, or general construction.
Experience developing and supporting talent acquisition processes and programs.
Strong analytical skills.

Responsibilities

Independently own and execute end-to-end recruiting for complex, technical, professional, or high-volume roles.
Lead intake discussions with hiring managers to define role requirements, priorities, and success criteria.
Develop and execute recruiting strategies aligned with business needs, labor market conditions, and workforce plans.
Manage a demanding requisition load and prioritize critical and hard-to-fill roles.
Build consultative relationships with hiring managers, business leaders, and HR business partners.
Advise stakeholders on talent availability, market conditions, and trade-offs involving speed, quality, and cost.
Use data, market insights, and professional expertise to influence hiring decisions.
Escalate risks, constraints, or misalignment with clear recommendations.
Use labor market data, sourcing insights, and historical hiring trends to inform recruiting strategy.
Identify and develop diverse talent pipelines for current and future hiring needs.
Partner with Sourcing, Recruiting Operations, and Employer Branding to support effective recruiting execution.
Contribute insights that improve workforce planning and hiring predictability.
Provide a consistent, inclusive, high-quality candidate experience throughout the recruiting lifecycle.
Maintain accurate and compliant requisition and candidate data in the applicant tracking system.
Follow enterprise talent acquisition policies, employment laws, and compliance requirements.
Support adoption of enterprise recruiting tools, processes, and initiatives.
Provide informal guidance, best practices, and support to Associate and Senior Talent Acquisition Partners.
Share expertise to elevate recruiting capability across the team.
Contribute to recruiting projects, pilots, or improvement initiatives as assigned.