Senior Talent Acquisition Partner-2

Public Partnerships | PPL•New York, NY

1d•$90,000 - $100,000•Remote

About The Position

It's fun to work in a company where people truly BELIEVE in what they're doing! We're committed to bringing passion and customer focus to the business. Public Partnerships LLC supports individuals with disabilities or chronic illnesses and aging adults, to remain in their homes and communities and “self” direct their own long-term home care. Our role as the nation’s largest and most experienced Financial Management Service provider is to assist those eligible Medicaid recipients to choose and pay for their own support workers and services within their state-approved personalized budget. We are appointed by states and managed healthcare organizations to better serve more of their residents and members requiring long-term care and ensure the efficient use of taxpayer funded services. Our culture attracts and rewards people who are results-oriented and strive to exceed customer expectations. We desire motivated candidates who are excited to join our fast-paced, entrepreneurial environment, and who want to make a difference in helping transform the lives of the consumers we serve. (learn more at www.pplfirst.com). The Senior Talent Acquisition Partner manages complex talent acquisition assignments and partners strategically with hiring leaders to attract and hire top talent. This role leads full-cycle recruitment for mid- to senior-level positions, develops sourcing strategies, and contributes to process improvement and talent initiatives across the organization. The Senior Talent Acquisition Partner also provides guidance to Talent Acquisition Partners and Talent Coordinators, helping build talent acquisition capability across the team.

Requirements

Advanced full-cycle recruiting skills across a variety of functions.
Strong sourcing capabilities using multiple channels and tools.
Excellent communication and influence skills with the ability to guide hiring managers.
Ability to juggle competing priorities in a fast-paced environment.
Proficiency in Workday and Microsoft Office Suite.
Bachelor’s degree in business, HR, or related field strongly preferred.
Substantial professional experience may be considered in lieu of a formal degree.
4–7 years of recruiting experience with demonstrated success filling mid- and senior-level roles.
Remote with occasional business travel

Nice To Haves

Experience training or mentoring recruiters preferred.
Experience in high-growth, complex, or specialized industries preferred.
Experience mentoring junior recruiting staff preferred.
Certifications such as SHRM-CP, AIRS, or LinkedIn Certified Recruiter a plus.

Responsibilities

Strategic Recruiting Lead full-cycle recruitment for specialized, senior-level, and hard-to-fill roles across the organization.
Consult with leaders on hiring needs, market conditions, and talent availability to guide decision-making.
Drive sourcing strategies tailored to role requirements and talent markets.
Ensure job postings reflect consistent employer brand messaging.
Candidate Experience & Process Quality Deliver a high-quality candidate and hiring manager experience through consistent communication and structured assessments.
Ensure interview and selection processes are aligned with company standards and best practices.
Sourcing & Talent Pipeline Development Build strong passive candidate pipelines through strategic sourcing, networking, and talent mapping.
Analyze market trends to recommend approaches for attracting talent in competitive industries.
Leverage CRM, AI sourcing tools, and talent intelligence platforms to identify and engage passive talent.
Coaching & Collaboration Provide day-to-day guidance to Recruiters and Talent Coordinators, sharing expertise, tools, and best practices.
Partner with HRBPs and Compensation to ensure equitable offers and compliant hiring decisions.
Talent Acquisition Projects Contribute to enterprise-wide recruiting initiatives, process improvements, and training efforts (e.g., interview training, STAR method).
Participate in talent branding efforts and represent PPL at recruiting events and community partnerships.
Reporting & Analytics Track key recruiting metrics and use data to improve processes and outcomes.
Present insights to leaders as needed to support workforce planning or talent strategies.