Senior Talent Acquisition Partner

Vinfen • Cambridge, MA

6d • $65,000 - $85,000

About The Position

The Senior Talent Acquisition Partner leads full-cycle talent acquisition for exempt and non-exempt positions across assigned business units. The role serves as a strategic talent advisor to operational leaders and hiring managers, partnering with them on workforce planning, talent acquisition, and sourcing strategies that support Vinfen’s mission, growth objectives, and staffing priorities. It provides consultative guidance on sourcing strategies, labor market trends, candidate availability, selection practices, and recruitment best practices, while representing Vinfen’s mission, values, and culture through professional, responsive service to prospective employees.

The role manages applicant screening and interview processes, candidate communications, offers, and pre-employment requirements. It develops recruitment pipelines and partnerships with professional organizations, academic institutions, workforce development organizations, and community partners, and uses recruitment data to improve sourcing. It also partners with Compensation and hiring managers on job descriptions, pay considerations, formal offers, internal employment transitions, and recruitment incentives.

The Senior Talent Acquisition Partner supports compliance with company policies, regulatory requirements, labor contracts, and applicable employment laws. Additional responsibilities include mentoring Recruiting Administrators as needed, streamlining recruitment workflows, supporting workforce planning and staffing projections, advising on recruitment, onboarding, and retention strategies, leading assigned staffing initiatives, and prioritizing vacancies under the direction of the Recruiting Manager.

Requirements

• Three to five years of recruiting experience.
• Proficiency with an applicant tracking system (ATS).
• Familiarity with EEOC requirements and employment law.
• Excellent written and spoken communication skills.
• Understanding of workforce planning, talent pipelining, recruitment marketing, and employer-branding strategies.
• Experience using recruitment technologies and talent acquisition metrics to drive hiring outcomes.
• Strong consultative skills and ability to influence and advise hiring managers.
• Ability to build and maintain effective working relationships across all levels of the organization.
• Excellent verbal, written, and presentation skills.
• Understanding of equal employment opportunity, affirmative action, diversity hiring, and compliance requirements.
• Ability to use technology, social media, and professional networking platforms to attract and engage talent.
• Sensitivity to cultural, racial, ethnic, religious, disability, gender, and other dimensions of diversity.
• High school diploma or equivalent.
• Ability to lift at least 25 pounds using proper lifting techniques.
• Ability to operate a computer and office equipment such as a calculator, copier, and printer; remain stationary for 50% of the time as needed; bend, reach, file, sit, stand, and move around the facility; and speak, hear, and communicate with clients, staff, and external representatives.
• Specific vision abilities include close, distance, color, and peripheral vision, depth perception, and ability to adjust focus.

Nice To Haves

• Bachelor’s degree or equivalent; experience may be substituted for academic training in some cases.

Responsibilities

• Review and screen applicants daily and forward qualified candidates to hiring managers in a timely manner.
• Facilitate interviews with hiring managers and candidates, using behavioral-based and other effective interviewing techniques to assess skills, experience, and competencies.
• Manage the candidate experience through timely communication, professionalism, and customer service.
• Extend employment offers and ensure completion of pre-employment requirements.
• Educate hiring managers on recruitment and onboarding processes while supporting diversity, equity, inclusion, and belonging goals.
• Keep hiring managers informed about recruitment efforts, candidate pipelines, and vacancies, and advise them on effective, cost-conscious recruitment strategies.
• Maintain knowledge of assigned programs, services, and business units to recruit effectively.
• Partner with Talent Acquisition leadership on cost-effective marketing and employer-branding strategies.
• Promote Vinfen through professional organizations, associations, trade groups, community partners, and networking channels.
• Build partnerships with academic institutions, degree programs, workforce development organizations, and community outreach partners.
• Coordinate college recruiting initiatives, attend career fairs, and identify community-based recruiting opportunities.
• Use recruitment data, referral-source trends, and hiring outcomes to improve sourcing strategies and candidate pipelines.
• Lead strategic social, community, and professional networking initiatives to support current and future hiring needs.
• Partner with Compensation and hiring managers to ensure job descriptions are current, accurate, and aligned before posting.
• Review candidates’ salary expectations and relevant work experience, and consult on appropriate compensation based on experience, market conditions, internal equity, and job classifications.
• Identify market pay concerns that may affect the ability to attract qualified candidates.
• Facilitate internal employment transitions, including promotions, transfers, demotions, and reclassifications associated with requisitions.
• Extend formal offers and support salary discussions in partnership with Compensation and hiring managers.
• Advise hiring managers on sign-on bonuses, relocation allowances, and other applicable recruitment incentives.
• Support compliance with Vinfen policies, procedures, recruitment requirements, regulatory and accreditation requirements, and quality and performance improvement initiatives.
• Ensure compliance with job-posting and recruitment policies and manage federal and state compliance processes for open positions, including candidate disposition coding.
• Consult with hiring managers on appropriate compliance processes and ensure recruitment and hiring practices comply with applicable federal and state employment laws and labor contracts.
• Stay current with HR policies, procedures, systems, and recruitment best practices.
• Support and mentor Recruiting Administrators as needed to improve recruitment and onboarding efficiency.
• Identify opportunities to streamline recruitment workflows and improve the hiring process.
• Use operational analysis, trends, benchmarking, and research to support staffing projections and workforce planning.
• Advise leadership, management, and Talent Acquisition partners on recruitment, onboarding, and retention strategies.
• Lead assigned staffing-related initiatives, implement recruitment strategies under the direction of the Recruiting Manager, and prioritize vacancies appropriately.
• Perform special projects and other duties as assigned.

Benefits

• Fully funded 401(a) employer-sponsored retirement plan requiring no employee contribution.
• Employee-funded 403(b) plan.
• Medical, dental, and vision plans for eligible employees scheduled to work 30 hours per week or more.
• Employer contribution toward the cost of medical insurance.
• Employer-paid life, accidental death and dismemberment, and long-term disability insurance.
• Employer-paid short-term disability insurance for qualifying employees.
• Flexible spending reimbursement accounts for health and dependent care.
• Voluntary term life, whole life, accident, critical illness, and hospital indemnity insurance.
• Paid time off for employees scheduled to work 20 hours or more per week.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: High school or GED