Senior Talent Acquisition Partner

Memphis Light, Gas and Water•Memphis, TN

12h•Onsite

About The Position

The Senior Talent Acquisition Partner serves as an ambassador of the Division and leads full-cycle recruitment for assigned requisitions, builds talent pipelines, and executes strategic sourcing and selection plans that improve hiring timeliness, candidate quality, and alignment with business needs. This role partners with leadership, hiring managers, and key stakeholders to attract, assess, and secure qualified talent in support of workforce priorities and overall hiring effectiveness.

Requirements

Bachelor's degree in Human Resources, Business Administration or related field is required.
5-7 years of recruitment experience, including social media proficiency, Microsoft Office skills, process documentation, and awareness of industry trends.
Requires proficiency in word processing, presentation, and spreadsheet software, plus strong interpersonal and communication skills.
A valid driver's license from state of residence is required.

Nice To Haves

HR certification (SHRM-SPHR or PHR) preferred.
Master’s degree preferred.
Spanish fluency is preferred.

Responsibilities

Establish and maintain effective relationships with internal stakeholders and external talent sources to enhance recruiting outcomes and candidate flow.
Build collaborative partnerships across all organizational levels to improve alignment, decision-making, and hiring outcomes.
Partner with HR Business Partners, hiring managers, and business leaders to assess talent needs and provide timely updates on recruitment progress, priorities, and challenges.
Conduct initial candidate screenings to identify qualified talent and advance candidates who best meet position requirements.
Develop and execute recruitment strategies that expand diverse, qualified candidate pipelines through multiple sourcing channels.
Lead recruitment efforts in partnership with hiring managers to improve fill rates, candidate quality, and overall hiring outcomes.
Identify recruitment barriers and implement solutions that improve process efficiency, reduce delays, and strengthen hiring effectiveness.
Build talent pipelines through networking, community outreach, job fairs, and campus recruiting initiatives to support current demand and future workforce needs.
Perform other duties as assigned.