Senior Commercial Talent Acquisition Partner

Fortive•Everett, WA

23d•Hybrid

About The Position

At Fortive, we empower creativity and ground-breaking thinking to help us uncover breakthrough solutions and accelerate the pace of innovation. We believe with conviction that diversity helps us build strong and extraordinary teams and ultimately creates an advantage in the markets and customers we serve. We seek a dynamic and results-driven Senior Commercial Talent Acquisition Partner to join our team. The ideal candidate will have a strong understanding of the commercial sector and a proven track record in recruiting top talent for roles in sales, marketing, business development, and other commercial functions. This role requires excellent communication skills, a strategic mindset, and building and maintaining relationships with candidates and clients. This is a hybrid position with an onsite requirement Monday-Thursday in Everett, Washington.

Requirements

Bachelors Degree: degree or equivalent experience in a talent acquisition or applicable HR experience within a global organization.
Commercial Recruiting Experience: Significant experience in recruiting senior commercial talent within complex, global organizations, with a demonstrated ability to deliver exceptional results. Deep understanding of the commercial landscape, including sales, marketing, and business development functions.
Leadership and Strategic Thinking: Proven ability to independently lead recruitment initiatives, navigate complex challenges, and make strategic decisions that align with organizational goals.
Sourcing Skills: Proficiency in using LinkedIn, AI enabled sourcing, latest search techniques, and other sourcing tools as well building relationships with local talent sources.
Analytics and Insights: Expertise in using recruitment analytics and market insights to shape talent acquisition strategies.
Strategic Business Partnership: Demonstrated ability to align recruitment strategies with corporate vision, mission, and objectives while earning the trust of senior leaders.
Communication: Excellent verbal and written communication skills in languages and culture of regions where recruiting talent.

Nice To Haves

Collaboration: A strong collaborative style with ability to deliver results and build relationships across multiple businesses, locations, organizational levels, and functions.
Business System/Standard Processes: Experience with standard processes to drive results. Ability to operate within a strong business system (ie. Fortive Business Systems – FBS).
Business Acumen: asks questions/research to gain understanding of business goals and challenges of the company and the role they are hiring for.
Self-Motivated: Ability to operate with autonomy and discretion and use sound judgment in all situations.
Market Expertise and Networking: Established network of professionals in the commercial sector and demonstrated ability to engage passive candidates.
Adaptability: Exceptional adaptability and ability to thrive in a dynamic, high-growth environment.

Responsibilities

Strategic Leadership in Commercial/Sales Recruitment: Provide strategic recruitment leadership by developing and driving initiatives that align with business objectives and strengthen the talent landscape in the commercial sector.
Advanced Sourcing Strategy: Design and implement advanced sourcing strategies to identify, engage, and attract high-caliber talent in commercial functions.
Candidate Assessment: Screen resumes, conduct interviews, and assess skills to match candidates with relevant roles.
Communication/Collaboration: Communicate effectively with both candidates and hiring managers and ask the right questions to assess the fit and potential of each applicant and collaborate with hiring managers to understand their needs and team dynamics.
Strategic Talent Pipelining: Develop and manage strategic talent pools for critical roles, anticipating market shifts and future business requirements.
Employer Branding Innovation: Champion and innovate employer branding initiatives to articulate a compelling value proposition that attracts top commercial talent.
Data-Driven Approach: Analyze recruitment data to assess sourcing effectiveness, identify trends, and provide actionable insights that influence business strategies.
High-Level Stakeholder Management: Advise senior management and HR partners on talent supply-demand dynamics, workforce trends, and salary benchmarking to inform strategic decision-making.
Establish clear roles and responsibilities and communicate regularly and effectively with all parties.
Schedule and lead recurring check-ins with hiring manager.
New Hire Transition: In partnership with HR, ensure smooth transition of hired candidates into roles, and drive initiatives that improve employee retention and engagement.