Senior Talent Acquisition Partner, Technology

Sony•Nashville, TN

3d•Hybrid

About The Position

At Sony Music Publishing (“SMP”), we believe every voice matters. We are the #1 global music publisher, advancing the artistry of the world’s greatest songwriters and composers for over 25 years. We keep songwriters at the forefront of everything we do, and design our suite of services to amplify opportunities, build connections, and defend their rights. Our roster benefits from an international team committed to providing support at every career stage. From classic catalogues to contemporary hitmakers, history is always being written. We are a part of the Sony family of global companies. Learn more about SMP at https://www.sonymusicpub.com/en. Why join Sony Music Group? Here at Sony Music Group, we are shaping what’s next in a way that creates impact. Forging powerful new ideas at the heart of music, technology, and culture that entertain and move people. This is your opportunity. Part of a global community, united by individual passion, rising to that challenge every day. Adapting at pace and supporting one another, inspired to influence the future. For the benefit of you, our people; our creators, our business, and wider society too. Be a part of an organization that is creator first. Committed to fueling excellence and always imagining more, while fostering a supportive culture, one where we elevate each other and act responsibly. Job Purpose: The Senior Talent Acquisition Partner of Technology is responsible for leading and executing recruitment strategies to attract, engage, and hire top talent across the Americas. This role partners closely with People Experience Business Partners, Executive Leadship, partnering with C-suite execuitves to ensure hiring needs are met efficiently, effectively, and in alignment with company values and workforce planning objectives.

Requirements

5+ years full-cycle technical recruiting, preferably in an in-house corporate environment.
Demonstrated ability to interpret complex technical job requirements, understand modern technology landscapes, and serve as a credible talent advisor to technical leaders.
Proven experience partnering directly with senior leaders (Director level and above) as a trusted recruiting advisor.
Experience supporting hiring across both technical and non-technical business functions.
Strong understanding of software development, infrastructure, cloud technologies, cybersecurity, enterprise systems, and technical hiring practices.
Experience using Applicant Tracking Systems, perferrably Workday.
Advanced sourcing expertise utilizing LinkedIn Recruiter, networking, talent mapping, and market research.
Excellent consultative, communication, presentation, and stakeholder management skills.
Ability to influence hiring decisions through data, market intelligence, and strategic partnership.
Proven ability to manage multiple complex searches simultaneously in a fast-paced environment.
Experience recruiting across both the United States and Canada, including knowledge of regional hiring practices and employment regulations.
Must be authorized to work in the United States

Nice To Haves

Bilingual in Spanish preferred

Responsibilities

Own the full-cycle recruitment for technical and corporate positions, from intake through offer acceptance.
Partner closely with People Experience Business Partners (PXBPs) and senior leaders, including Directors, Vice Presidents, and Executives to understand organizational priorities, workforce planning needs, and hiring strategies.
Recruit for positions ranging from individual contributors to executive leadership across Information Technology and other business functions.
Support hiring across additional corporate functions including Finance, Human Resources, Legal, Marketing, Creative, Administration, and other corporate functions.
Serve as a trusted talent advisor by providing market intelligence, compensation insights, talent mapping, competitive hiring trends, and strategic recruiting recommendations.
Develop proactive sourcing strategies to identify and engage high-caliber passive talent for difficult-to-fill and leadership positions.
Build and maintain strong relationships with executive leaders, hiring managers, and external talent networks.
Conduct comprehensive candidate assessments, evaluating technical capabilities, leadership competencies, and organizational fit.
Facilitate interview strategy sessions and guide hiring teams on best practices throughout the recruitment process.
Build and maintain proactive talent pipelines for current and future organizational needs.
Drive an exceptional candidate and hiring manager experience throughout the recruitment process.
Support the execution of Talent Acquisition and People Experience initiatives, including employer branding, workforce planning, process optimization, recruiting technology, reporting, and other strategic projects.