Senior Talent Acquisition Partner (Remote)

Group 1 Automotive, Inc.•Chamblee, GA

6d•Remote

About The Position

Group 1 Automotive, Inc. (NYSE: GPI) is a Fortune 250 leader in global automotive retail, operating more than 250 dealerships and collision centers across the United States and United Kingdom. As the 4th largest dealership group in the U.S., Group 1 delivers a fully integrated automotive experience, including vehicle sales, financing, aftersales service, and digital retail solutions. As the automotive industry continues to evolve, Group 1 is investing in the people, technology, and operational excellence needed to shape what comes next. Our work is grounded in a simple belief, that a better experience for customers starts with an exemplary experience for employees. At Group 1, our commitment is to keep finding smarter ways to serve our customers and support one another. We believe great careers are built in environments where people are trusted, challenged, and given room to grow. If you share our core values of integrity, transparency, professionalism, teamwork, and respect, you can get more with Group 1. More opportunity. More support. More ways to build a career that moves you forward. As Group 1 continues to evolve and strengthen our Talent Acquisition Department, we are introducing the Senior Talent Acquisition Partner role to support our most critical and complex hiring needs. This role is designed to elevate our recruiting strategy, drive consistency across markets, and provide additional leadership within a newly developed TA team. The Senior Talent Acquisition Partner is the most advanced recruiting role on the Talent Acquisition team and serves as a strategic advisor, execution lead, and pipeline architect for high impact hiring needs across the organization. This role designs and leads complex, full-cycle searches for Service Technicians, Corporate functions, Business Service Center roles, and specialty positions, delivering a white-glove hiring experience at every step.This position functions as a Team Lead by providing daily guidance, mentorship, and process alignment for Talent Acquisition Partners. The Senior TA Partner helps drive organizational change as we transition to a market-embedded, strategic, and data-driven talent model. This includes building external talent pipelines, influencing hiring leaders through new expectations, and elevating hiring outcomes across markets.

Requirements

This role supports our Eastern Region, so candidates must currently reside in one of the following states: ME, MA, CT, MD, NJ, NY, NC, NH, SC, FL, GA
7+ years talent acquisition experience targeted; high volume recruitment experience required.
Proven ability to mentor recruiters and influence cross-functional partners
Advanced sourcing skillset: Boolean, talent mapping, passive outreach, competitive market research, etc
Advanced emotional intelligence, diplomacy, business acumen, and the strength to influence leaders who are evolving at different speeds
Experience creating talent pipelines and external market partnerships
Data fluency: able to tell the story behind the numbers
Bachelor’s degree in Human Resources, Business, or related field (or equivalent experience)

Responsibilities

Lead full-cycle recruitment for Service Technicians, niche, and business-critical roles across assigned region comprised of 50-70 stores
Create and execute high-volume sourcing strategies that are scalable
Partner with HRBPs and business leadership on workforce planning, demand forecasting, and upcoming pipeline needs. Serve as the strategic advisor for talent trends, market data, and hiring best practices
Act as the primary support and escalation point for Talent Acquisition Partners and Coordinators. Coach the team through intake quality, structured interviews, sourcing strategy, time management, and process adoption
Model leadership presence: give direction with diplomacy, respectfully, and influence as a player-coach
Build sustainable, ongoing pipelines for Service Technicians through: trade and technical school partnerships, workforce centers, veteran transition programs, community hiring channels, job fairs, and talent networks. Create scalable recruiting events, programs, and pipelines
Drive adoption of modern TA processes with tact, respect, and emotional intelligence. Address objections with data, labor insights, and strategic recommendations. Consult leaders with varying readiness levels toward GP1 standards. Maintain strong relationships while setting expectations to safeguard candidate experience
Regularly analyze funnel metrics, aging roles, pipeline health, and conversion gaps. Present data-backed recommendations to leaders to drive performance improvements