TA Business Partner

Oracle•United States,

11d•$67,900 - $166,100•Hybrid

About The Position

The TA Business Partner serves as the primary Talent Acquisition point of contact for Data Center hiring leaders across assigned locations. This role partners with business leaders to understand workforce plans, hiring forecasts, role requirements, and critical staffing priorities. The TA Business Partner defines the scope, roadmap, work plan, schedule, resource needs, risks, and success measures for assigned Data Center hiring programs. They also partner with sourcing recruiters to align on pipeline needs, candidate profiles, priority openings, and candidate handoffs. A key responsibility is owning candidate engagement and closing for qualified candidates from sourcing recruiter pipelines, including addressing concerns, communicating role and location expectations, and supporting offer acceptance. The role involves developing tailored closing strategies with hiring managers, recruiters, and sourcers for priority and hard-to-fill roles. The TA Business Partner provides regular, transparent updates to hiring leaders and senior management on progress against plan, pipeline health, candidate feedback, risks, and recommended actions. They identify and mitigate hiring-program risks, remove process barriers, and drive timely decisions for priority roles. The position establishes and improves scalable hiring frameworks, processes, tools, documentation, and operating rhythms for Data Center talent programs. Fostering cross-functional collaboration and clear communication among hiring leaders, sourcing recruiters, recruiters, HR partners, and other stakeholders is crucial. Building trusted relationships with internal and external partners to understand priorities and maintain alignment is also a key aspect. The role supports organizational change-management plans related to new hiring processes, location growth, and evolving workforce needs. Utilizing hiring data and market insights to identify trends, recommend process improvements, and improve hiring outcomes is expected. The TA Business Partner operates independently in day-to-day work, seeking direction on new or complex assignments as appropriate.

Requirements

5+ years of experience in talent acquisition, recruiting, talent advisory, HR business partnership, program management, or a related field.
Experience supporting complex, high-volume, technical, operational, construction, manufacturing, infrastructure, or Data Center hiring preferred.
Demonstrated ability to lead cross-functional programs, manage stakeholders, and communicate status to senior leaders.
Experience managing candidate relationships, offer strategy, and candidate closing.
Strong program-management skills, including planning, risk management, prioritization, and process improvement.
Strong communication, influencing, project-management, and problem-solving skills.
Ability to manage multiple priorities across locations in a fast-paced environment.

Responsibilities

Serve as the primary Talent Acquisition point of contact for Data Center hiring leaders across assigned locations.
Partner with business leaders to understand workforce plans, hiring forecasts, role requirements, and critical staffing priorities.
Define the scope, roadmap, work plan, schedule, resource needs, risks, and success measures for assigned Data Center hiring programs.
Partner with sourcing recruiters to align on pipeline needs, candidate profiles, priority openings, and candidate handoffs.
Own candidate engagement and closing for qualified candidates from sourcing recruiter pipelines, including addressing concerns, communicating role and location expectations, and supporting offer acceptance.
Develop tailored closing strategies with hiring managers, recruiters, and sourcers for priority and hard-to-fill roles.
Provide regular, transparent updates to hiring leaders and senior management on progress against plan, pipeline health, candidate feedback, risks, and recommended actions.
Identify and mitigate hiring-program risks, remove process barriers, and drive timely decisions for priority roles.
Establish and improve scalable hiring frameworks, processes, tools, documentation, and operating rhythms for Data Center talent programs.
Foster cross-functional collaboration and clear communication among hiring leaders, sourcing recruiters, recruiters, HR partners, and other stakeholders.
Build trusted relationships with internal and external partners to understand priorities and maintain alignment.
Support organizational change-management plans related to new hiring processes, location growth, and evolving workforce needs.
Use hiring data and market insights to identify trends, recommend process improvements, and improve hiring outcomes.
Operate independently in day-to-day work, seeking direction on new or complex assignments as appropriate.
Develop and execute a market-wide hiring event strategy, including identifying opportunities, coordinating logistics, and representing the organization at recruiting events to build a strong candidate pipeline.
Willingness to travel to assigned Data Center locations as business needs require.

Benefits

Medical, dental, and vision insurance, including expert medical opinion
Short term disability and long term disability
Life insurance and AD&D
Supplemental life insurance (Employee/Spouse/Child)
Health care and dependent care Flexible Spending Accounts
Pre-tax commuter and parking benefits
401(k) Savings and Investment Plan with company match
Paid time off: Flexible Vacation is provided to all eligible employees assigned to a salaried (non-overtime eligible) position. Accrued Vacation is provided to all other employees eligible for vacation benefits. For employees working at least 35 hours per week, the vacation accrual rate is 13 days annually for the first three years of employment and 18 days annually for subsequent years of employment. Vacation accrual is prorated for employees working between 20 and 34 hours per week. Employees working fewer than 20 hours per week are not eligible for vacation.
11 paid holidays
Paid sick leave: 72 hours of paid sick leave upon date of hire. Refreshes each calendar year. Unused balance will carry over each year up to a maximum cap of 112 hours.
Paid parental leave
Adoption assistance
Employee Stock Purchase Plan
Financial planning and group legal
Voluntary benefits including auto, homeowner and pet insurance