Senior Talent Acquisition Specialist

TransImpact•Emerald Isle, NC

14d•Hybrid

About The Position

The Senior Talent Acquisition Specialist serves as a senior strategic recruiting partner responsible for leading full-cycle recruitment for all roles based in the United States. This role partners closely with hiring managers and Human Resources leadership to define position requirements, advise on talent market conditions, develop sourcing strategies, strengthen candidate pipelines, and continuously improve recruiting processes. The Senior Talent Acquisition Specialist is expected to operate with a high degree of independence, provide data-informed recruiting recommendations, support workforce planning conversations, and deliver a consistent, positive candidate and hiring manager experience. This role reports to the Senior Vice President of Human Resources. Remote employees may be considered; however, preference is given to those who can work in the Cleveland, Ohio, Emerald Isle, North Carolina, or Charlotte, North Carolina office. Work from office policy is in effect three days a week (Tuesday to Thursday).

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field and five or more years of progressive full-cycle recruiting experience in a corporate or agency environment, or equivalent combination of education and experience.
Demonstrated experience recruiting for professional, leadership, specialized, and hard-to-fill roles, including the ability to manage multiple complex searches simultaneously.
Advanced knowledge of recruitment best practices, structured interviewing, candidate assessment, sourcing strategy, employment branding, and applicable employment laws.
Strong experience using applicant tracking systems, LinkedIn Recruiter, and other sourcing and recruitment tools; Paylocity experience preferred.
Ability to translate business needs into effective recruiting strategies and provide practical, data-informed recommendations to hiring managers and Human Resources leadership.
Strong understanding of compensation, title alignment, internal equity considerations, and the importance of consistency in offer practices.
Proven ability to build and improve recruiting processes that support a complex, growing, and fast-changing organization.
Excellent stakeholder management skills with the ability to influence, advise, and build constructive relationships across multiple organizational levels and departments.
Strong written and verbal communication skills, sound judgment, professionalism, and discretion when handling confidential or sensitive information.
Highly detail oriented and organized, with the ability to manage competing priorities, meet deadlines, and maintain accurate recruiting documentation.
Collaborative team player who can work independently, take initiative, and model a high level of accountability and candidate care.

Responsibilities

Lead full-cycle recruiting for all US-based roles from intake through offer acceptance and onboarding transition including professional, leadership, specialized, and hard-to-fill positions.
Serve as a consultative partner to hiring managers by clarifying hiring needs, role requirements, competencies, market considerations, interview process, and selection criteria.
Develop and execute proactive sourcing strategies, including market mapping, passive candidate outreach, talent pipeline development, referral strategies, and targeted job board utilization.
Create and refine role-specific recruitment plans, including sourcing channels, posting strategy, candidate outreach messaging, interview timeline, and selection approach.
Screen and assess candidates against role requirements, experience, compensation expectations, growth potential, and alignment with company values and culture.
Manage the interview process, including candidate and manager communication, interview scheduling coordination, interview guide development, feedback collection, calibration, and candidate dispositioning.
Partner with hiring managers and HR leadership to develop and update job descriptions, job postings, role requirements, and consistent job leveling language.
Provide guidance on offer recommendations, title alignment, pay consistency, internal equity considerations, and escalation items in partnership with Human Resources leadership.
Manage offer, background check, pre-employment screening, and onboarding handoff steps to ensure a timely, accurate, and consistent new hire experience.
Maintain accurate and complete records in the applicant tracking system and ensure recruiting activity, candidate notes, dispositions, and compliance documentation are current.
Provide regular recruiting updates, pipeline summaries, market insights, and metrics to hiring managers and Human Resources leadership.
Track and evaluate recruiting effectiveness, including sourcing performance, time-to-fill trends, candidate flow, interview activity, selection outcomes, and process improvement opportunities.
Build and maintain relationships with external recruitment firms, universities, community organizations, professional associations, and other talent sources to support current and future hiring needs.
Review and recommend engagement of external search firms or recruiting partners, including initial contract review and escalation for approval by Human Resources leadership.
Represent the company at job fairs, networking events, campus recruiting events, and relevant industry recruitment events, as needed.
Support employment brand efforts by promoting a strong candidate experience and consistent messaging about the company, role expectations, and career opportunities.
Ensure recruitment practices comply with company policies, equal employment opportunity principles, and applicable federal, state, and local employment laws.
Mentor and share recruiting best practices with HR team members and hiring managers to strengthen recruiting effectiveness and consistency across the organization.