Sr. Talent Acquisition & Onboarding Partner

OneAZ Credit Union • Phoenix, AZ

8h • $84,000 - $105,000 • Onsite

About The Position

The Senior Talent Acquisition & Onboarding Partner is responsible for leading and executing full-cycle recruitment, onboarding, and early talent programs across the credit union. This role owns the design and implementation of consistent recruiting and onboarding practices in partnership with hiring managers, HR Business Partners, and People & Experience leadership. In addition to recruiting top talent and ensuring a seamless new hire experience, this role will also lead the credit union’s internship program, building a pipeline of future talent while strengthening community and academic partnerships.

The Senior Partner serves as both a recruiter and an onboarding champion, balancing candidate and leader needs with organizational priorities while modeling a client- and service-focused approach. This role requires a proactive, accountable professional who can move initiatives from design to execution and ensure alignment with organizational goals.

Requirements

• H.S. Diploma Required
• Bachelor's Degree in Human Resources, Psychology, People Operations, or related field preferred.
• 5-8 years similar or related experience
• 7+ years in Talent Acquisition required.
• Strong collaboration and communication skills
• Knowledge of hiring best practices, policies, procedures and employment law
• Skilled in negotiation and influencing to align hiring outcomes with organizational priorities
• Ability to strategically align recruitment and onboarding practices with long-term organizational goals
• Evidence of practicing a high level of confidentiality with information
• Experience working with multiple Applicant Tracking Systems (ATS), with a strong preference for candidates proficient in Greenhouse and ADP

Responsibilities

• Own the Talent Acquisition function end to end for OneAZ, including strategy, process, tools, governance, and outcomes
• Serve as the single point of accountability for the hiring lifecycle from intake through offer acceptance and Day 1 readiness, ensuring a consistent OneAZ hiring experience.
• Drive continuous improvement of TA operations by identifying gaps, simplifying workflows, and standardizing best practices across business units.
• Partner with hiring managers and HR Business Partners to define job requirements, create postings, and align on selection criteria.
• Lead full-cycle recruitment for assigned positions, including sourcing, screening, interviewing, and selection.
• Build and maintain proactive candidate pipelines for critical, high-volume, or hard-to-fill roles.
• Leverage market insights and data to advise leaders on recruiting strategies and competitive offers.
• Ensure compliance with all relevant employment laws, regulations, and internal policies throughout the hiring process.
• Establish and manage TA intake and prioritization (role kickoff, intake requirements, recruiting plan, and hiring timeline) to improve speed and clarity.
• Define and maintain OneAZ hiring standards (interview plans, structured interview guides, election documentation, decision process, and compliance checkpoints).
• Create and enforce service-level expectations (candidate response times, interview scheduling expectations, feedback turnaround, offer approval timelines).
• Build a scalable requisition management process that keeps leaders accountable to decisions and reduces stalled searches.
• Own and administer the internship program, including recruitment, onboarding, program design, and performance feedback for interns.
• Own the transition from candidate to new hire, beginning at offer acceptance and continuing through the employee’s first day including aspects, if not all of New Associate Orientation.
• Coordinate all pre-boarding activities, including background checks, paperwork, system access, and Day 1 readiness.
• Partner with hiring managers and HRBPs to ensure new hires have clear expectations, schedules, and points of contact before Day 1.
• Collaborate with Organizational Development to hand off seamlessly into orientation and long-term integration programs.
• Own and implement recruiting, onboarding, and internship program processes in partnership with hiring managers, HRBPs, and People & Experience leadership.
• Drive execution of standardized practices for interviews, hiring decisions, onboarding workflows, and internship cycles across the credit union.
• Collaborate with Compensation & Benefits, Learning & Development, and other HR functions to ensure seamless employee lifecycle support.
• Represent the credit union at job fairs, networking events, and community partnerships to strengthen the employer brand and promote the internship program.
• Continuously evaluate and implement process improvements to enhance the candidate, new hire, and intern experience.
• Model a client- and service-focused approach, ensuring accountability and consistency in every interaction.
• Proactively communicate and independently discuss hiring trends, workplace talent needs, and act as a trusted advisor to leadership and hiring managers.
• Provide market insights, workforce planning support, and guidance on talent strategies offering creative and competitive solutions for hard-to-fill roles.
• Partner with HRBPs to ensure alignment between recruitment efforts and broader organizational initiatives.
• Stay updated on talent acquisition trends, tools, compliance, and best practices to enhance recruitment and branding strategies.
• Recommend and implement process improvements to streamline and elevate the hiring process
• Track, analyze, and report key recruitment metrics to assess the effectiveness of ideas, programs, workflow optimizations, and strategies and identify areas for improvement.
• Use data insights to optimize recruitment efforts and forecast talent needs.
• Build and maintain strategic partnerships with recruitment agencies, background check providers, and onboarding technology vendors to ensure cost-effective and timely delivery of services that enhance the candidate experience
• Negotiate vendor contracts and monitor performance metrics, ensuring compliance with service-level agreements and alignment with organizational hiring objectives
• Collaborate cross-functionally with Risk, Accounting and HR to evaluate vendor effectiveness, streamline processes, and identify opportunities for continuous improvement in talent acquisition and onboarding operations
• Ensure alignment of all branding materials with the organization’s mission, values, and strategic goals.
• Create, oversee, and manage employer branding campaigns to enhance visibility and attract top talent.
• Monitor employer brand reputation on platforms like Glassdoor, Indeed, and LinkedIn, responding to reviews and feedback as appropriate.
• Lead employment branding strategy in partnership with Talent Acquisition team adhering to budget and resource expectations, executing decisions to attract top talent aligning the associate experience throughout onboarding.
• Collaborate with the marketing team to develop and maintain engaging employment branding materials, including careers website content, social media posts, employee testimonials, and video assets.
• Serve as the primary liaison with the marketing team to align recruitment (internal) and marketing (external) strategies with broader organizational goals.
• Create and execute targeted social media and employment branding campaigns to promote open roles, develop employee value propositions (EVP), and communicate organizational culture/values.

Benefits

• Generous paid time off: paid holidays, floating holidays, personal days, vacation days, plus sick time
• Low-cost Medical, Dental & Vision plans
• Paid childcare assistance
• Award-winning 401K
• Gym fee reimbursement
• Tuition Reimbursement
• Student loan repayment

What This Job Offers

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