Talent Acquisition Partner

EDP Energias de Portugal S.A.•Houston, TX

4d•Hybrid

About The Position

The Talent Acquisition Partner (TAP) represents the CoE within the region/Platform and acts as a strategic advisor on hiring priorities, talent availability, and the most effective attraction and selection strategies. They translate Workforce Planning (WFP) and business needs into actionable attraction and hiring strategies for North America. The TAP serves as a key connector between regional P&O teams, global Talent Acquisition (TA) standards, and recruiting delivery teams (e.g., GBS) to ensure aligned execution. They monitor hiring outcomes and key TA performance indicators, identifying risks and providing data-driven recommendations and continuous improvement actions. Additionally, they provide market intelligence on labor trends, competitor activity, and candidate expectations, feeding insights back into global TA strategy. The role ensures governance, quality, and compliance across the hiring process, including consistent assessment practices and candidate experience standards. The TAP will also support hiring delivery in a targeted way (e.g., senior leadership roles), focusing primarily on enabling and guiding rather than owning day-to-day recruiting. In addition to the regional responsibilities, the role involves being a CoE Project Owner for Global Attraction & Employer Branding with a global scope. This includes leading the development and execution of global attraction and employer branding initiatives, such as EVP activation, campaigns, and talent audience strategies, with a focus on priority regions like the Americas. The role shapes global messaging, storytelling, and channel strategy to strengthen EDP’s positioning as an employer of choice. It involves partnering with regional TAPs and P&O teams to localize and activate global branding frameworks, balancing global consistency with local relevance. The TAP will define and track key attraction metrics (e.g., awareness, engagement, pipeline quality) and continuously optimize based on insights. They will drive adoption and change management of employer branding tools, frameworks, and best practices across regions, and measure and communicate impact to global TA leadership, providing clear reporting, insights, and recommendations.

Requirements

Bachelor’s or Master’s degree in HR, Psychology, Management, Marketing/Communications, or a related field.
Proven experience in talent acquisition within complex, matrixed, and/or global organizations, with a strong exposure to strategic partnering.
Demonstrated ability to act as a trusted advisor to senior stakeholders, influencing decisions with credibility.
Strong analytical mindset, with the ability to translate data into actionable insights and improved hiring outcomes.
Solid understanding of labor market dynamics, talent attraction strategies, and candidate experience best practices.
Experience leading cross-regional or global projects, ideally in employer branding, talent attraction, or transformation initiatives.
Excellent communication skills and stakeholder management; fluency in English required.
Ambitious people who are enthusiastic about the future and who bring human skills aligned with our purpose.

Nice To Haves

Additional languages are a plus.
Certifications in recruitment, employer branding, or related areas are a plus.

Responsibilities

Acts as a strategic advisor on hiring priorities, talent availability, and the most effective attraction and selection strategies.
Translate Workforce Planning (WFP) and business needs into actionable attraction and hiring strategies for North America.
Serve as a key connector between regional P&O teams, global Talent Acquisition (TA) standards, and recruiting delivery teams (e.g., GBS) to ensure aligned execution.
Monitor hiring outcomes and key TA performance indicators, identifying risks and providing data-driven recommendations and continuous improvement actions.
Provide market intelligence on labor trends, competitor activity, and candidate expectations, feeding insights back into global TA strategy.
Ensure governance, quality, and compliance across the hiring process, including consistent assessment practices and candidate experience standards.
Support hiring delivery in a targeted way (e.g., senior leadership roles), focusing primarily on enabling and guiding rather than owning day-to-day recruiting.
Lead the development and execution of global attraction and employer branding initiatives, including EVP activation, campaigns, and talent audience strategies, with a focus on priority regions such as the Americas.
Shape global messaging, storytelling, and channel strategy to strengthen EDP’s positioning as an employer of choice.
Partner with regional TAPs and P&O teams to localize and activate global branding frameworks, balancing global consistency with local relevance.
Define and track key attraction metrics (e.g., awareness, engagement, pipeline quality) and continuously optimize based on insights.
Drive adoption and change management of employer branding tools, frameworks, and best practices across regions.
Measure and communicate impact to global TA leadership, providing clear reporting, insights, and recommendations.