Recruiting Business Partner

Aston Carter•Seattle, WA

11d•$50 - $50•Onsite

About The Position

We are seeking a customer‑obsessed and highly organized Recruiter / Recruiting Business Partner (RBP) to support internal mobility and high‑volume hiring across multiple operational business units. This role focuses heavily on internal transfers and promotions, managing large applicant pipelines, and partnering closely with site‑level leaders to deliver strong internal talent outcomes. Must be able to come onsite into Seattle, WA 100% Monday-Friday. This is an onsite, business‑facing role requiring strong stakeholder management, exceptional communication skills, and the ability to operate confidently in ambiguous and fast‑moving environments. You will support a large portfolio of sites, communication channels, and high‑volume talent pipelines. Note: This is not a sourcing role. It does include responsibility for closing candidates and extending offers.

Requirements

3–7 years of experience in recruiting, HR, operations, or a related field.
Must have previous tech experience
Experience partnering with hiring managers and stakeholders within medium to large organizations.
Strong written and verbal communication skills, including heavy use of messaging and collaboration tools.
Highly organized, systems‑oriented, and comfortable working independently in a fast‑paced environment.
Experience closing candidates and extending offers.
Experience managing multiple projects and client relationships simultaneously.
Strong negotiation, organizational, and stakeholder engagement skills.
Demonstrated ability to operate effectively in ambiguity and shifting priorities.
Proactive communication style with a customer‑obsessed mindset.

Nice To Haves

Familiarity with AI‑assisted productivity tools (bonus).

Responsibilities

Stakeholder Management & Internal Mobility- Partner closely with hiring managers, senior site leaders, and cross‑functional stakeholders to understand hiring needs and deliver high‑quality internal talent. Drive internal mobility efforts, including internal transfers, promotions, and system‑based internal applications. Conduct proactive check‑ins to prevent aging requisitions, bottlenecks, or sudden volume surges.
Operational Ownership- Manage high‑volume pipelines for frontline and team‑lead level roles. Maintain deep understanding of multiple talent systems, CRMs, and recruiting platforms. Oversee communication channels across 20–25 operational sites, ensuring smooth information flow and quick issue resolution. Investigate stalled requisitions, navigate grey areas, escalate when necessary, and independently drive clarity and closure. Close candidates and extend offers, ensuring alignment with hiring standards and stakeholder expectations.
Administrative Excellence & Compliance- Ensure candidate applications progress through the hiring process in a consistent, unbiased manner. Maintain accuracy, compliance, and data integrity across all recruiting systems and workflows. Operate effectively in a high‑volume environment with exceptional organization and prioritization.