Talent Acquisition Partner

State of Oregon

14d • Hybrid

About The Position

The Oregon Department of Education is seeking a Talent Acquisition Partner to translate executive vision and agency priorities into equitable, effective recruitment strategies that support Oregon’s students and communities. In this role, you will advise executive leaders, directors, and hiring managers on complex recruitments, lead the design and continuous improvements of recruitment processes, standard operating procedures (SOP), and ensure consistency, equity, and effectiveness across the agency. You will develop inclusive outreach and sourcing strategies, use data to assess outcomes and gaps, and advance ODE’s DEI goals. This position is ideal for a talent acquisition professional motivated by public service and impact. Flexibility is required to attend job fairs and meetings outside standard business hours, including evenings and weekends.

Requirements

• A bachelor's degree in human resource management, Organizational Behavior or Development, Business or Public Administration, the Applied Behavioral Sciences, Industrial Relations, or a job-related course of study determined by the appointing authority and two years of Human Resource professional-level experience related to the position.
• Valid Certification as a Professional in Human Resource awarded by the Human Resource Certification Institute, and three years Human Resource professional-level experience related to the position.
• Five years Human Resource experience related to the position. Three of the five years must have been at the professional level.
• A master's degree in any of the above listed courses of study may substitute for one year of professional-level experience.
• The State Certified Human Resources Professional (SCHRP) certification, awarded by the Oregon Chief Human Resources Office, substitutes for six months of human resource professional-level experience.
• Valid certification as a SHRM Certified Professional awarded by a nationally recognized organization substitutes for one year of human resource professional-level experience.
• Valid certification as a PSHRA-CP from the Public Sector HR Association substitutes for one year of professional human resources experience.

Nice To Haves

• Strategic Talent Acquisition Leadership: Demonstrated ability to lead and shape talent acquisition strategy at an enterprise level, translating agency priorities, executive direction, and workforce needs into intentional, equitable, and effective recruitment solutions.
• Process Design and SOP Development Expertise: Proven experience observing existing systems, identifying gaps, and designing, building, and implementing recruitment processes and standard operating procedures from the ground up, including leading adoption, change management, and continuous improvement.
• Executive-Level Partnership and High-Touch Recruitment: Experience serving as the primary point of contact for executive- and director-level recruitments, providing high-touch, consultative support, advising senior leaders, and representing the talent acquisition function with professionalism, discretion, and strategic insight.
• Subject Matter Expertise in Talent Acquisition: Recognized ability to function as a subject matter expert in recruitment, providing expert guidance, coaching, and recommendations to leadership, hiring managers, and recruiters on best practices, strategy, equity-centered hiring, and complex recruitment challenges.
• Equity-Driven Recruitment and DEI Commitment: Demonstrated commitment to diversity, equity, and inclusion, with experience designing and implementing recruitment strategies, sourcing approaches, and outreach efforts that advance equitable outcomes and align with agency-specific DEI goals and values.
• Employment Law, Policy, and Compliance Acumen: Strong working knowledge of employment law, state and federal regulations, administrative rules, and collective bargaining agreements, with the ability to quickly interpret and apply governing laws, policies, and CBA provisions to ensure compliant, defensible, and strategic recruitment decisions.

Responsibilities

• Advise executive leaders, directors, and hiring managers on complex recruitments
• Lead the design and continuous improvements of recruitment processes, standard operating procedures (SOP)
• Ensure consistency, equity, and effectiveness across the agency
• Develop inclusive outreach and sourcing strategies
• Use data to assess outcomes and gaps
• Advance ODE’s DEI goals

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 501-1,000 employees