Talent Acquisition Partner

Red Bull•Santa Monica, CA

3d•$92,000 - $138,000

About The Position

The Talent Acquisition Partner is an experienced professional responsible for executing recruitment activities to source, recruit, and hire top talent within an assigned territory and/or functions. The role applies specialized talent acquisition expertise, manages medium-complexity assignments, and contributes to improving recruitment processes and tools. The position works independently under ad hoc guidance to meet the organization’s hiring needs efficiently and effectively. The Talent Acquisition Partner manages the end-to-end recruitment lifecycle for a full requisition load, advises hiring managers on market insights and interview strategy, develops proactive sourcing strategies, and supports a consistent candidate and hiring manager experience. The role also collaborates with stakeholders on workforce planning, contributes to recruitment initiatives and employer branding, and may manage 30 or more open roles simultaneously. The position is with Red Bull North America. Travel is listed as 20–30, with no unit specified. The role is permanent, and benefits are eligible.

Requirements

Three to five years of end-to-end recruiting lifecycle experience, including high-volume or emerging experience.
Superior organizational skills to manage multiple recruitment activities simultaneously.
Hands-on experience with recruitment tools, technologies, and methodologies.
Ability to manage medium-complexity assignments and prioritize tasks effectively.
Ability to build relationships with stakeholders and candidates.
Ability to influence and drive hiring decisions.
Analytical and mathematical skills to assess recruitment metrics, labor market trends, talent availability, key performance indicators, and competitive hiring practices.
Ability to work independently and collaborate with team members.
Problem-solving skills and a proactive approach to addressing challenges.

Nice To Haves

Experience in the Consumer Packaged Goods (CPG) industry.

Responsibilities

Manage the end-to-end recruitment lifecycle for a full requisition load, including profiling, process management, sourcing, interviewing, and evaluating candidates within an assigned territory and/or functions.
Advise hiring managers with market insights, talent intelligence, interview strategy, and consultative guidance throughout the hiring process.
Develop proactive sourcing and search strategies, including market mapping, competitive targeting, networking, and talent pipeline development for critical roles.
Ensure consistent and exceptional candidate and hiring manager experiences throughout recruitment.
Evaluate and promote internal talent opportunities while balancing external hiring strategies.
Collaborate with hiring managers to understand job requirements and tailor recruitment strategies to business needs and market conditions.
Support Talent Acquisition teams across field, emerging, and operations based on business priorities, hiring volume, team capacity, and coverage needs.
Follow recruitment processes and procedures, use recruitment tools and technologies, and recommend process improvements.
Ensure recruitment activities comply with organizational standards and best practices.
Analyze and share recruitment metrics and market trends, providing insights and recommendations to improve talent acquisition strategies.
Partner with hiring managers and Talent Business Partners to understand organizational goals and workforce planning needs and align recruitment with business requirements.
Build stakeholder relationships and influence hiring decisions using market expertise, candidate insights, compensation awareness, and best-practice guidance.
Promote recruitment-process transparency through regular communication with hiring teams and Talent.
Coordinate with Talent Acquisition leadership and operations to align with broader recruitment strategies.
Participate in recruitment initiatives, recruitment marketing, and employer branding campaigns.
Use social media for employer branding and candidate outreach.
Implement strategies to attract a diverse candidate pool and promote inclusive hiring.
Stay informed about industry trends and challenges in attracting top talent.
Manage a high-volume requisition load of up to 30 or more open roles simultaneously while balancing priorities and driving timely hiring outcomes.
Address recruitment challenges proactively and creatively, and support projects that address talent gaps and enable business growth.