Talent Acquisition Business Partner II

DPP•Unknown City, FL

5d•Remote

About The Position

DPP is seeking a Talent Acquisition Business Partner II for a 12-month W2 contract with a client in the aerospace and defense manufacturing industry. The position is fully remote and requires U.S. citizenship. The standard work schedule is 9/80: employees work nine-hour days Monday through Thursday and take every other Friday off. The role provides sourcing support for engineering, technical, business management, and functional areas. It involves partnering with recruiters and hiring managers to understand hiring needs, develop targeted sourcing plans, attract and assess qualified talent, and maintain candidate relationships. The position also supports recruiting events and career fairs, attracts candidates with security clearances, and maintains candidate management system data integrity. The Talent Acquisition Business Partner applies market and industry research, data, and business insight to develop staffing strategies and support talent acquisition decisions. The role uses professional networks, online platforms, social media, search engines, and candidate relationship management tools to identify and engage candidates, including passive talent. It also includes candidate screening, assessment, consultation with hiring stakeholders, and early candidate closing to support successful hiring outcomes.

Requirements

At least 2 years of sourcing and/or full-cycle recruiting experience.
Strong experience sourcing passive candidates using LinkedIn Recruiter, HireEZ, SeekOut, or Juicebox.
Experience sourcing technical talent across engineering disciplines such as systems, software, mechanical, electrical, and aerospace, as well as non-technical disciplines such as business, production, operations, and supply chain.
Previous experience sourcing cleared talent.
U.S. citizenship required.

Nice To Haves

Previous experience in both agency and corporate recruiting.
Prior experience sourcing and/or recruiting in aerospace and defense.

Responsibilities

Provide sourcing support for engineering, technical, business management, and functional areas, including sourcing, screening, and managing candidate relationships with recruiters.
Manage competing priorities and adapt to changing needs while delivering talent acquisition solutions to recruiters.
Source and recruit qualified talent while providing customer service to hiring managers, candidates, and other stakeholders.
Partner with client-facing recruiters and hiring managers to understand hiring needs and develop targeted sourcing plans.
Support event-based sourcing, focused invitational events, and targeted career fairs.
Attract candidates with security clearances and apply knowledge of security clearances.
Maintain data integrity in the candidate management database.
Research market conditions and industry trends related to competitors to support decision-making and position marketing.
Connect talent acquisition with other talent management phases, including development, retention, and culture.
Use data and market intelligence to develop and execute staffing strategies.
Source candidates for active requisitions using professional networks and a variety of sourcing channels.
Use LinkedIn, HireEZ, ClearanceJobs.com, Indeed.com, social media, search engines, advanced Boolean searches, and niche job boards to find candidates.
Promote employment brand messaging through social networks, including LinkedIn groups and online forums, and build positive relationships that drive traffic to open roles.
Use CRM tools to track day-to-day sourcing activity in the candidate management system.
Source and attract passive external talent.
Use sourcing data in weekly discussions with hiring managers and talent acquisition leadership.
Mine social media to identify candidate profiles.
Conduct phone screens to prequalify candidates and maintain candidate contact.
Develop a high-level understanding of business, program, technological, and cultural challenges.
Understand the external recruiting landscape within the assigned function.
Assess candidates in person or by phone for cultural, competency, and skills fit.
Synthesize candidate and hiring manager feedback.
Pre-close candidates early in the process to support high acceptance rates.