Senior / Talent Acquisition Partner

Safelite

2d•Remote

About The Position

The Senior Talent Acquisition Partner works closely with hiring managers and business partners to understand talent needs and implement recruiting strategies focused on quality hires. The role provides consultative, full-cycle recruitment services across a variety of roles and business units, using talent acquisition technology and data insights to prioritize work, influence hiring decisions, and improve recruiting outcomes. The Senior Talent Acquisition Partner is a subject matter expert who proactively communicates updates, adapts to changing business needs, and is responsible for consistently meeting or exceeding KPIs. This remote role is expected to work Eastern Standard Time hours and flex to meet business needs. It reports to a Talent Acquisition Manager – Field.

Requirements

For the Senior Talent Acquisition Partner level: 4–6 years of relevant experience or an equivalent combination of education and experience.
For the Senior Talent Acquisition Partner level: 4–6 years of experience in an internal talent acquisition program or a third-party staffing agency/search firm.
For the Talent Acquisition Partner level: at least 1–3 years of relevant experience or an equivalent combination of education and experience.

Nice To Haves

Bachelor’s degree.
For the Senior Talent Acquisition Partner level: 1–3 years of experience as a Talent Partner, demonstrating the ability to influence and drive business decisions.

Responsibilities

Build trusted relationships with hiring managers and business partners, develop an understanding of their business units, and influence hiring decisions.
Advise hiring managers and business partners as a talent acquisition subject matter expert, with the goal of improving quality of hire.
Review and screen candidates against agreed criteria and present qualified candidates to hiring managers.
Source, screen, and evaluate candidates using market intelligence and a strategic talent lens.
Use recruiting technology, including ATS, Paradox, and sourcing tools, to streamline workflows, improve candidate experience, and support data-informed hiring decisions.
Identify technology and process improvements, recommend optimizations, and contribute to continuous improvement initiatives.
Use data on local markets, individual performance, and business performance to develop actionable insights and talent strategies.
Proactively communicate recruiting updates and information clearly to hiring managers and business partners.
Identify gaps in recruiting KPIs and drive improvements in performance and outcomes.
Adapt to cross-functional recruiting needs, including hourly and salaried roles, while maintaining consistent delivery standards.
Mentor and support peer recruiters by sharing best practices and fostering collaboration.
Follow standard operating procedures, legal requirements, and company policies.
Consistently meet or exceed KPIs.