Talent Acquisition Business Partner, Temporary

Credit Union of Southern California•Anaheim, CA

1d•$40 - $50•Hybrid

About The Position

We are hiring a temporary Talent Acquisition Business Partner (TABP) who will be a key contributor to CU SoCal’s hiring success, combining hands-on recruitment expertise with strategic insight to meet organizational talent needs and advance long-term workforce goals. This role leads the full-cycle recruitment process for a diverse range of positions — including, but not limited to, entry-level, technical, and leadership roles — ensuring every hire reflects the credit union’s values, culture, and strategic objectives, while delivering an exceptional candidate experience at every stage. The TABP assumes full ownership of the end-to-end recruitment process, exercising sound judgment to make final hiring decisions independently or in partnership with hiring managers. Will also make final hiring decisions for certain Member facing roles. As a trusted subject matter expert, the TABP builds strong relationships with leaders across the organization to deliver high-caliber talent, elevate the candidate experience, and drive strategic talent acquisition initiatives that support CU SoCal’s long-term success. This position works under the general direction of the AVP, Talent Acquisition exercising independent judgment and professional expertise to achieve recruitment objectives while partnering closely to ensure consistent application and execution of the Talent Acquisition strategy.

Requirements

Associate’s degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and professional experience.
Five (5) years of progressive full-cycle recruitment experience, including at least two (2) years in a senior or lead recruiter role.
Proficiency with Applicant Tracking Systems (ATS) and recruitment tools (e.g., Paylocity, Workday, iCIMS, LinkedIn Recruiter).
Strong understanding of California labor laws, employment regulations, and compliance requirements.
Proficient in all applicable MS Office programs (i.e., Word, Excel, Outlook, Teams, etc.).
Comprehensive knowledge of full-cycle recruitment, including sourcing, screening, interviewing, and onboarding.
Adequate typing and documentation skills to maintain productivity standards, including real-time updates within systems and records.
Strong organizational and project management skills; able to manage multiple recruitment processes simultaneously while meeting deadlines.
Exceptional communication, negotiation, and interpersonal skills with the ability to engage candidates and influence hiring managers and leadership.
Ability to use data and analytics to evaluate recruitment performance (e.g., time-to-fill) and inform strategic decision-making.
Strategic problem-solving and critical-thinking skills; able to address complex hiring challenges with innovative solutions.
Advanced proficiency in sourcing tools, Applicant Tracking Systems (ATS), and social media/job boards for talent acquisition.
Strong decision-making and prioritization skills with the ability to work independently and exercise sound professional judgment.
Ability to handle sensitive information with discretion, maintaining confidentiality and integrity at all times.
Resilient and adaptable in a fast-paced, changing environment; able to manage ambiguity with confidence.
Foster and uphold a positive, professional demeanor and image when interacting with candidates, vendors, credit union members, team members, management, and the board.
In-depth knowledge of federal, state, and local employment laws, with emphasis on California compliance standards (EEOC, OFAC, etc.).
Familiarity with regulatory and role-specific requirements for financial services positions (e.g., loan officers, compliance roles).

Nice To Haves

Bachelor's degree in Human Resources, Business Administration, or a related field.
Seven (7) + years of full-cycle recruitment experience, including at least three (3) + years in a senior or lead recruiter role, preferably in the financial services or credit union industry.
Experience with HRIS platforms and certifications offered by ATS or HR technology providers.
Recruitment-Specific Certifications (e.g., AIRS, Certified Recruiter Associate, or similar programs).
HR and Recruiting Certifications (e.g., PHR, SHRM-CP).
Advanced sourcing training, including Boolean search, CRM platforms, and recruitment marketing strategies.

Responsibilities

Partner with leaders, hiring managers, and teams to gain a thorough understanding of role requirements, departmental culture, and workforce planning needs; design and implement diverse, innovative recruitment strategies to attract talent at all levels, including entry-level, technical, and leadership roles.
Partner with AVP of Talent Acquisition to ensure consistency of application and execution of talent Acquisition strategy.
Source and engage candidates by identifying and attracting both passive and active talent through multiple channels (job postings, social media, networking, direct outreach, etc.), with a focus on individuals who align with CU SoCal’s values and culture. Ensure a best-in-class candidate experience by fostering engagement, maintaining timely communication, and serving as a positive ambassador of CU SoCal throughout the recruitment and onboarding process.
Lead the evaluation and selection process, including reviewing applications, screening candidates, and presenting top applicants for consideration.
Responsible for managing the full offer process, including preparing and extending job offers, partnering with their manager as needed, obtaining necessary approvals from HR, Compensation, and senior leaders as appropriate, negotiating terms, and ensuring compliance with compensation guidelines and deadlines. Make final hiring decisions independently or in collaboration with hiring managers for member-facing roles.
Maintain accurate and timely data within the Applicant Tracking System (ATS), track and analyze key recruitment metrics and recommend process improvements to drive efficiency and hiring outcomes.
Oversee pre-employment due diligence processes, including reference checks, skills assessments, OFAC reviews, medical prescreening, and background checks; ensure timely coordination and compliance.
Collect and submit new-hire documentation, ensuring accuracy and compliance with HR requirements and personnel file standards.
Act as an employer brand ambassador by promoting CU SoCal’s culture and values through recruitment marketing efforts such as career fairs, networking events, on-site open houses, and partnerships with business development to strengthen brand awareness and attract top talent.
Stay current on industry trends, innovative recruiting methods, and employment regulations, particularly within the financial/banking industry; actively share insights with hiring managers and HR colleagues.
Ensure all recruitment practices comply with local, state, and federal employment laws, as well as EEOC and CU SoCal policies.
Complete understanding and active application the C.A.R.E. 4 Guide expectations and the Brand Communications Standards Accountability Philosophy.
Must be able and available to work a “hybrid” schedule, per business operations requirement, as needed
Additional duties and responsibilities, as assigned.