SR Human Resources Business Partner w/ Talent Acquisition

Ignite Human Capital•San Diego, CA

9d•$115,000 - $135,000

About The Position

We are hiring a Senior Manager, Talent Acquisition to own and elevate how we attract, assess, and hire exceptional talent. This is first and foremost a hands-on TA leadership role, you will set recruiting strategy, run searches end to end, and raise the bar on candidate and hiring-manager experience across the organization. Just as important, this role calls for a well-rounded People professional. Priorities shift, projects surface, and coverage is occasionally needed elsewhere in HR. The person in this seat is someone who lives in talent day to day but can confidently step into an adjacent People initiative, a comp cycle, an HRIS rollout, an employee-relations matter, an onboarding redesign, lead it or support it, and then return focus to the recruiting desk. We want breadth, not just depth.

Requirements

7+ years in talent acquisition/recruiting, including 2+ years leading searches, a team, or a recruiting function.
Demonstrated exposure to the wider People function, comp, HRIS, ER, onboarding, or generalist/HRBP work, with the range and judgment to flex into it.
Proven track record filling roles across functions and seniority levels in fast-moving environments.
Strong Boolean/proactive sourcing ability and comfort building pipelines for niche or hard-to-fill roles.
Excellent stakeholder management, you influence hiring leaders and executives and move work forward with autonomy.
Comfortable owning an ATS and using recruiting metrics to guide decisions and tell a story.
Thrives amid shifting priorities; can lead a search one day and a People project the next without dropping either.
Handles confidential and sensitive information with integrity.

Nice To Haves

SHRM-CP / SHRM-SCP, PHR / SPHR, or AIRS/LinkedIn recruiting certifications.
Experience in a high-growth, startup, or multi-site environment.
Industry-specific hiring depth (e.g., life sciences, legal, finance/FP&A, or operations).
Experience standing up or optimizing recruiting/HR systems and processes.

Responsibilities

Build and execute full-cycle hiring strategy across functions and levels; forecast needs with leadership and translate headcount plans into actionable pipelines.
Manage requisitions end to end, intake, sourcing, screening, interview design, offer strategy, and close, for key and hard-to-fill roles.
Develop proactive talent pipelines using Boolean sourcing, referrals, networking, and market mapping; keep warm pools for recurring and critical roles.
Act as a trusted advisor to hiring leaders, calibrate on scorecards, coach on structured interviewing, and drive alignment and speed.
Own a consistent, high-touch candidate journey that reflects the employer brand from first outreach through onboarding handoff.
Own the ATS and recruiting workflow; track funnel metrics, time-to-fill, source effectiveness, and quality-of-hire, and use them to improve outcomes.
Partner on employer branding, job marketing, and outreach messaging that differentiates the company in a competitive market.
Embed equitable, structured, bias-aware practices across sourcing, screening, and selection.
Manage external search partners, job boards, and sourcing tools; control spend and hold vendors to results.
Mentor and, where staffed, lead recruiters/coordinators, setting standards, priorities, and development goals.
Partnering with managers on org, performance, and workforce questions.
Supporting comp benchmarking, leveling, and pay-decision processes.
Contributing to HRIS or ATS implementations, integrations, and process design.
Designing or improving onboarding, engagement, and retention initiatives.
Assisting with sensitive matters and cross-functional coordination.
Supporting manager enablement, interview training, and talent programs.
Advancing initiatives that connect hiring to a broader people strategy.
Stepping in during transitions, leaves, or peak periods to keep the People function moving.