Talent Acquisition Partner

BaptistCare•Haverford, PA

About The Position

Talent Acquisition Partner (Corporate Recruitment) 12‑Month Fulltime Max Term | Based in Norwest Make hiring feel human — and high impact Ready to own end‑to‑end recruitment, influence hiring decisions, and help shape the teams that power an organisation with purpose? This is your chance to step into a fast‑moving, high‑profile Talent Acquisition Partner role where your sourcing craft, stakeholder game, and candidate experience mindset will truly shine. At BaptistCare, we believe value comes through feelings, not just features — and Talent Acquisition plays a key role in raising the bar on who we invite into the “club.” Why you’ll love this role You’ll be at the centre of the action — partnering with leaders, building smart sourcing plans, and running recruitment campaigns that land the right people, faster. The impact you’ll make As a trusted partner to the Talent Acquisition Lead, you’ll deliver full‑cycle recruitment across corporate roles.

Requirements

Minimum 5 years’ experience in a similar role.
Agency or internal high‑volume corporate recruitment experience.
Strong sourcing capability across LinkedIn and SEEK
Strong stakeholder management, customer service mindset, time management, attention to detail, and excellent communication.
Ability to make mature judgements and maintain confidentiality.
Proficient in Microsoft 365
An understanding and appreciation of BaptistCare's purpose, vision and values.

Nice To Haves

TA experience in health, aged care, disability or customer service sectors preferred.
Experience with ATS / talent systems such as PageUp preferred.

Responsibilities

Partner closely with Hiring Managers to meet talent needs and deliver a standout recruitment experience.
Build targeted sourcing plans for each assignment and keep channels effective and cost‑conscious.
Use contemporary selection methods to reduce time‑to‑hire and candidate drop‑offs.
Coach and guide Hiring Managers on interviews, decision‑making and best‑practice hiring.
Align approaches with workforce planning to anticipate and meet forecast demand.
Build proactive relationships with providers, agencies and partners to reduce time‑to‑fill.
Provide a monthly KPI view (e.g., qualified candidates per post, time‑to‑fill) and drive continuous improvement.