Talent Acquisition Business Partner

Ralliant•Fairport, NY

3d•$73,100 - $135,700

About The Position

At Ralliant, we empower creativity and ground-breaking thinking to solve tough challenges to speed breakthroughs at leading technology. We believe with conviction that diversity helps us build strong and extraordinary teams and ultimately creates an advantage in the markets and customers we serve. We are seeking a dynamic and results-driven Talent Acquisition Partner to join our team. The ideal candidate will have a strong understanding of the commercial sector and a proven track record in recruiting top talent for roles in manufacturing and operations. You will need strong analytical skills and the ability to translate your clients’ business plans and goals into a comprehensive talent acquisition strategy—leveraging both internal and external talent—to drive results. A key component of this role is strong experience in direct sourcing of talent, using proactive strategies and community relationships to identify and engage high-quality candidates. This role also requires excellent communication skills, a strategic mindset, and the ability to build and maintain strong relationships with both candidates and clients. The Talent Acquisition Partner will collaborate closely with stakeholders to support business leaders across various functions, with a focus on our manufacturing site in Fairport.

Requirements

Bachelors Degree: degree or equivalent experience in a talent acquisition or applicable HR experience within a global organization.
Leadership and Strategic Thinking: Proven ability to independently lead recruitment initiatives, navigate complex challenges, and make strategic decisions that align with organizational goals.
Sourcing Skills: Proficiency in using LinkedIn, AI enabled sourcing, latest search techniques, and other sourcing tools as well building relationships with local talent sources to build proactive candidate pipelines.
Analytics and Insights: Expertise in using recruitment analytics and market insights to shape talent acquisition strategies.
Strategic Business Partnership: Demonstrated ability to align recruitment strategies with corporate vision, mission, and objectives while earning the trust of senior leaders.
Communication: Excellent verbal and written communication skills in languages and culture of regions where recruiting talent.

Nice To Haves

Collaboration: A strong collaborative style with ability to deliver results and build relationships across multiple businesses, locations, organizational levels, and functions.
Business System/Standard Processes: Experience with standard processes to drive results. Ability to operate within a strong business system (ie. Ralliant Business Systems – RBS).
Business Acumen: asks questions/research to gain understanding of business goals and challenges of the company and the role they are hiring for.
Self-Motivated: Ability to operate with autonomy and discretion and use sound judgment in all situations.
Market Expertise and Networking: Established network of professionals in the commercial sector and demonstrated ability to engage passive candidates.
Adaptability: Exceptional adaptability and ability to thrive in a dynamic, high-growth environment.

Responsibilities

Provide strategic recruitment leadership by developing and driving initiatives that align with business objectives and strengthen the talent landscape in the commercial sector.
Advanced Sourcing Strategy: Design and implement advanced sourcing strategies to identify, engage, and attract high-caliber talent.
Candidate Assessment: Screen resumes, conduct interviews, and assess skills to match candidates with relevant roles.
Communication/Collaboration: Communicate effectively with both candidates and hiring managers and ask the right questions to assess the fit and potential of each applicant and collaborate with hiring managers to understand their needs and team dynamics.
Strategic Talent Pipelining: Develop and manage strategic talent pools for critical roles, anticipating market shifts and future business requirements.
Employer Branding Innovation: Champion and innovate employer branding initiatives to articulate a compelling value proposition that attracts top commercial talent.
Data-Driven Approach: Analyze recruitment data to assess sourcing effectiveness, identify trends, and provide actionable insights that influence business strategies.
High-Level Stakeholder Management: Advise hiring leaders and HR partners on talent supply-demand dynamics, workforce trends, and salary benchmarking to inform strategic decision-making. Establish clear roles and responsibilities and communicate regularly and effectively with all parties. Schedule and lead recurring check-ins with hiring manager.
New Hire Transition: In partnership with HR, ensure smooth transition of hired candidates into roles, and drive initiatives that improve employee retention and engagement.