Talent Acquisition Business Partner (Contract)

The Aerospace Corporation•Huntsville, AL

1d•$71,000 - $134,500

About The Position

The Aerospace Corporation is seeking a driven, full-cycle Talent Acquisition Partner to recruit for a portfolio of niche, highly technical roles across the enterprise. The role partners with hiring managers, Strategic People Partners, and other leaders to shape hiring strategies and deliver results. The Talent Acquisition Business Partner builds relationships with client groups, provides market intelligence, and applies creative sourcing approaches to guide engineering and technical candidates from kickoff through offer acceptance, including candidates who hold or may obtain a U.S. government security clearance. This is a contract position. The selected candidate will be an employee of the contracting agency, not a direct Aerospace Corporation employee. The position may be hired at Talent Acquisition Staff II or Staff III levels, with the Staff III minimum experience requirement specified separately. The stated annual pay range is $71,000 to $134,500; individual salary depends on factors including education, experience, knowledge, and skills.

Requirements

Bachelor’s degree in Human Resources, Business, Communications, or a related field.
At least six years of progressive full-cycle recruiting experience, including success supporting niche or hard-to-fill roles, for the Talent Acquisition Staff II minimum requirements.
At least eight years of progressive full-cycle recruiting experience, including success supporting niche or hard-to-fill roles, for the Talent Acquisition Staff III minimum requirements.
Hands-on experience recruiting for engineering and technical positions.
Proficiency with LinkedIn Recruiter, ClearanceJobs, modern sourcing tools, and Boolean search techniques.
Experience using Workday as the primary applicant tracking system.
Demonstrated desk management skills, including prioritizing requisition load, maintaining momentum, and delivering consistent results.
Experience supporting a dedicated client base, building credibility with hiring managers, and influencing through consultative partnership.
A driven, consultative approach; enthusiasm for partnering with leaders; comfort influencing hiring decisions; and interest in complex, high-visibility searches.

Nice To Haves

In-house recruiting experience at a defense contractor or technology company, or agency experience at a staffing or executive search firm.
Knowledge of federal government hiring practices, security clearance levels such as Secret, Top Secret, and TS/SCI, and cleared talent markets.
Experience recruiting for FFRDCs, government contractors, or other cleared environments.
Experience identifying and engaging candidates with active security clearances or eligibility to obtain one.
Recruiter certifications such as AIRS (CIR, PRC), SHRM-CP, or PHR.
Experience building pipelines and partnering on early-career or university recruiting initiatives.

Responsibilities

Manage full-cycle recruitment for a portfolio of niche and technical positions, partnering with a defined client group to meet hiring goals.
Build and execute creative sourcing strategies using LinkedIn Recruiter, ClearanceJobs, and other talent platforms to identify candidates who hold or are eligible to obtain U.S. government security clearances.
Advise hiring managers and enterprise partners, shaping hiring strategy, providing labor market intelligence, calibrating candidates, and influencing decisions throughout the hiring process.
Build and maintain consultative relationships with hiring managers, Strategic People Partners, Compensation, and other cross-functional stakeholders to support aligned, efficient hiring outcomes.
Manage the recruiting desk by prioritizing requisitions, moving candidates through the pipeline, and maintaining data integrity and timely activity in Workday.
Deliver a strong candidate experience from first contact through offer acceptance while representing the corporation’s mission and culture.
Track and report on pipeline health, time-to-fill, and sourcing effectiveness, using data to refine recruiting approaches and inform client conversations.

Benefits

Comprehensive health care and wellness plans.
Paid holidays, sick time, and vacation.
Standard and alternate work schedules, including telework options.
401(k) plan with company-paid benefits of 8%, 10%, or 12% of eligible compensation based on years of service, plus matching contributions; employees are immediately eligible and vested upon hire.
Flexible spending accounts.
Variable pay program for exceptional contributions.
Relocation assistance.
Professional growth and development programs.
Education assistance programs.
Inclusive work environment built on teamwork, flexibility, and respect.