Senior Partner Executive Recruiter

Tyson Foods•Springdale, AR

3d•Onsite

About The Position

The Senior Partner Executive Recruiter serves as a strategic talent advisor responsible for sourcing, identifying, engaging, assessing, and securing executive and critical talent for Tyson Foods. In addition to full lifecycle executive recruitment, acts as a trusted consultant to senior leaders while proactively building external talent pipelines aligned to current and future business needs. Additionally, the Senior Partner Executive Recruiter develops market intelligence, talent mapping strategies, and succession-oriented pipelines that strengthen the organization's leadership bench by leveraging strong business acumen, consultative influence and ability to build trusted relationships with both executive stakeholders and key external talent pipelines.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Communication, or related field, or, 4+ years of relevant industry or military experience.
6+ years of executive search, executive recruiting, strategic talent acquisition, or talent consulting experience required
Experience recruiting Vice President and executive level talent required; experience spanning operational manufacturing and corporate functions is preferred
Experience building talent maps, market scans, and long-term talent pipelines required
Demonstrated success influencing executive stakeholders and driving hiring decisions required
Experience within retained search, executive recruiting, leadership consulting, or enterprise talent acquisition functions preferred
Professional certifications in Human Resources, Talent Management, Leadership Development, Organizational Development, or related disciplines preferred
Deep understanding of leadership development, succession planning, and high-potential identification practices
Proficient in applicant tracking tools and sourcing pipeline tools. Workday recruiting experience preferred
Strong consulting, influence, presentation, and communication capabilities across a variety of business functions
Demonstrated ability to partner effectively across Talent Management, Talent Acquisition, HR Business Partners, and business leadership teams
Executive talent identification, assessment, and selling
Ability to cold-call leads and build meaningful rapport with external talent
Demonstrated ability to communicate effectively in both written and oral forms, including email, instant messaging, phone calls, video conferencing, and in-person meetings, adapting style and tone to different audiences and situations
Demonstrates a strong understanding of AI-enabled tools and technologies, including the ability to effectively craft prompts, evaluate outputs, and apply AI to improve productivity, decision-making, and business outcomes while maintaining appropriate human judgment and oversight

Nice To Haves

experience spanning operational manufacturing and corporate functions is preferred
Experience within retained search, executive recruiting, leadership consulting, or enterprise talent acquisition functions preferred
Professional certifications in Human Resources, Talent Management, Leadership Development, Organizational Development, or related disciplines preferred
Workday recruiting experience preferred

Responsibilities

Develops comprehensive talent market scans and go-to-market hiring strategies for executive and business-critical roles
Conducts industry, competitor and talent market research to identify emerging talent trends, availability and talent movement
Owns the full lifecycle executive recruitment process from strategy through offer acceptance and onboarding.
Leads position intakes and consultation sessions with executive stakeholders to define success profiles and talent requirements; facilitates post-interview calibrations when applicable
Builds talent maps and external succession pipelines for critical leadership positions aligned to enterprise succession and growth strategies, including key organizational partnerships
Serves as a consultant with leaders on talent trade-offs, organizational capability gaps, succession planning considerations, and development opportunities
Utilizes AI tools while managing human-in-the-loop discretion through the end-to-end recruiting process
Provides recommendations on market competitiveness, talent availability and strategic hiring approaches that are role-specific
Manages an external talent repository organized by capability, leadership level, function, and future readiness
Prepare and present external talent analysis and insights for senior leaders including ELT and the Board of Directors
Managing CRM-like capabilities within established recruiting and workforce planning tools