Talent Acquisition Partner

Red Bull•Santa Monica, CA

About The Position

The Talent Acquisition Partner (TAP) is an experienced professional responsible for executing recruitment activities to source, recruit, and hire top talent within an assigned territory and/or function(s). The role applies specialized talent acquisition expertise, manages medium-complexity assignments, and contributes to improving recruitment processes and tools. It works independently under ad hoc guidance to meet organizational hiring needs efficiently and effectively. The position 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 talent pipelines, and supports positive candidate and hiring manager experiences. The Talent Acquisition Partner collaborates with stakeholders on workforce needs, recruitment strategies, and hiring decisions, and participates in recruitment projects, marketing, and employer-branding efforts. The role may manage up to 30 or more open roles simultaneously.

Requirements

3 to 5 years of experience in end-to-end recruiting, 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 collaboratively with team members.
Problem-solving skills and a proactive approach to addressing challenges.

Nice To Haves

Experience in the Consumer Package Goods (CPG) industry.

Responsibilities

Manage the end-to-end recruitment lifecycle for a full requisition load, including profiling, sourcing, interviewing, and evaluating candidates.
Advise hiring managers with market insights, talent intelligence, interview strategy, and consultative guidance.
Develop sourcing and search strategies, including market mapping, competitive targeting, networking, and talent pipeline development.
Ensure consistent and exceptional candidate and hiring manager experiences.
Evaluate 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 field, emerging, and operations Talent Acquisition teams according to business priorities, hiring volume, team capacity, and coverage needs.
Follow recruitment processes and procedures and use recruitment tools and technologies to identify and engage talent.
Recommend improvements to recruitment processes and ensure compliance with organizational standards and best practices.
Analyze and share recruitment metrics and market trends, providing insights and recommendations.
Partner with hiring managers and Talent Business Partners to align recruitment with organizational goals and workforce planning needs.
Build stakeholder relationships and influence hiring decisions using market expertise, candidate insights, compensation awareness, and best-practice guidance.
Maintain regular communication with hiring teams and Talent to promote transparency in recruitment.
Coordinate with Talent Acquisition leadership and operations to align with broader recruitment strategies.
Participate in recruitment initiatives, marketing efforts, and employer-branding campaigns.
Use social media for employer branding and candidate outreach.
Implement strategies to attract diverse candidates and promote inclusive hiring.
Stay informed about industry trends and challenges in attracting talent.
Manage a high-volume requisition load of up to 30 or more open roles simultaneously while balancing priorities and pursuing timely hiring outcomes.
Address recruitment challenges proactively and creatively, and support projects that address talent gaps and enable business growth.