Sr. Partner, Talent Acquisition

DIRECTV • El Segundo, CA

1d • $134,363 - $244,036 • Remote

About The Position

The Sr. Partner, Talent Acquisition role is a strategic talent acquisition leader responsible for driving full-cycle recruitment from initial position creation and sourcing through offer negotiation and close. This role owns complex, up to executive-level and specialized searches across the enterprise, acting as a trusted advisor to hiring managers and senior leadership while partnering closely with HR Business Partners, Compensation, Legal, and leadership to deliver a seamless, equitable, and high-touch hiring experience. Success in this role requires deep consultative skill, sound judgment in high-stakes compensation conversations, and the ability to represent the DIRECTV employer brand at every touchpoint.

Requirements

• 5 – 7+ years of progressive experience in full-cycle recruiting, executive search, or talent acquisition, including direct ownership of leadership-level and specialized searches.
• Demonstrated success sourcing and closing passive candidates using job boards, Boolean search, professional networking platforms, industry associations, and referral networks.
• Demonstrated experience leading and closing complex compensation negotiations, including multifaceted bonus structures.
• Proven ability to build trusted, consultative relationships with senior hiring managers and executives, influencing decisions without direct authority.
• Exceptional written and verbal communication skills, with the ability to tailor messaging for candidates, hiring managers, HR peers, and senior leadership.
• Strong project and stakeholder management skills, with the ability to run multiple concurrent searches under competing deadlines.
• Experience partnering cross-functionally on hiring strategy and offer execution.
• Sound judgment and discretion when handling confidential, sensitive, or high-visibility searches.
• Ability to operate independently, exercising strategic thinking balanced with disciplined execution.

Nice To Haves

• Advanced proficiency with ATS and HRIS platforms; Workday experience strongly preferred.
• Hands-on experience with talent marketing channels — from programmatic job distribution and SEO/SEM to paid social and career site optimization — to drive candidate awareness and inbound pipeline.
• Established professional network and industry presence (e.g., active LinkedIn network, participation in industry groups/associations) that supports ongoing passive candidate engagement.
• Experience recruiting within media, entertainment, telecommunications, or technology industries.
• Familiarity with executive compensation structures.
• Experience mentoring within a broader TA team structure.

Responsibilities

• Own the entire recruiting lifecycle end-to-end — intake, sourcing, pipeline development, screening, interview coordination, offer construction, negotiation, and close — for executive, leadership, and highly specialized roles.
• Lead intake and calibration sessions with hiring managers to define role scope, must-have competencies, market realities, and search strategy before sourcing begins.
• Proactively source passive candidates through a diverse mix of channels, including job boards (LinkedIn Recruiter, industry-specific boards), Boolean and X-ray search techniques, established professional networks, alumni and industry associations, employee referrals, social media, and direct outreach/cold recruiting.
• Cultivate and maintain a personal network of industry contacts, subject matter experts, and past candidates to cultivate an "always-on" talent bench.
• Continuously nurture talent pipelines through proactive sourcing, market mapping, competitive intelligence, professional networking, and external agency/search firm partnerships where appropriate.
• Manage requisition workflow, job posting strategy, and candidate flow within Workday ATS/HRIS, ensuring accurate data, reporting, and pipeline visibility.
• Design and execute structured interview and assessment processes that ensure consistency, reduce bias, and support sound hiring decisions.
• Monitor and report weekly on requisition volumes and activity, pipeline health, time-to-fill, source effectiveness, and other critical metrics; adjust strategy proactively based on data.
• Serve as the primary strategic advisor and point of contact for hiring managers throughout the search, providing regular pipeline updates, market insights, and coaching on interview and selection best practices.
• Facilitate structured debriefs and decision-making conversations to drive timely, well-reasoned outcomes.
• Maintain transparent, timely, and high-touch communication with candidates at every stage, ensuring a consistent and positive experience regardless of outcome.
• Engage and nurture passive candidates over extended timelines through relationship-based, consultative outreach — building trust well before a role is ready to be filled.
• Manage sensitive or difficult conversations with poise — including declined offers, competing-offer situations, internal mobility conflicts, and rejection feedback — while protecting the company's brand and reputation.
• Act as a credible brand ambassador, articulating company mission, culture, and value proposition persuasively to passive and active candidates, including senior executives.
• Serve as a recognized leader within the Talent Acquisition team by modeling best practices, elevating peer performance, sharing expertise, and helping drive team priorities and positive outcomes without direct people-management responsibility.
• Partner closely with Compensation to structure competitive offers with a total compensation philosophy.
• Work with leadership on immigration/visa considerations.
• Coordinate with onboarding, operations, and background/reference check leads to ensure a smooth transition from offer acceptance to day one.
• Lead compensation strategy discussions with hiring managers balancing internal equity, market data, budget considerations, and business urgency.
• Construct and present competitive, defensible offer packages, including negotiating base salary, sign-on bonuses, equity grants, relocation packages, and counteroffer/retention scenarios.
• Advise hiring managers and business leadership on compensation trade-offs, risk, and market positioning, providing data-backed recommendations rather than simply executing decisions.
• Skillfully manage multi-stakeholder negotiations where candidate expectations, internal constraints, and business needs must be reconciled quickly and diplomatically.
• Ensure all offers comply with pay equity guidelines, internal approval workflows, and regulatory requirements.

Benefits

• The Base Salary range displayed below reflects the minimum and maximum target salary for each of DIRECTV's 4 (four) US Labor Market Zones. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training.
• DIRECTV WAGE ZONES: $134,363 - $244,036
• Low (N1): $134,363 - $201,595
• Mid (N2): $141,435 - $212,205
• High (N3): $155,579 - $233,426
• Top (N4): $162,650 - $244,036
• Please note that the salary ranges reflect base salary only and do not include bonus or benefits - when you consider all of these together, it represents a pretty impressive total compensation package.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Education Level: No Education Listed