Talent Acquisition Senior Partner

Juhayna•New York, NY

18h

About The Position

The Talent Acquisition Senior Partner is a strategic partner responsible for driving end-to-end recruitment across all business sectors and advancing talent acquisition disciplines throughout the organization. The role advises hiring managers and senior stakeholders, attracts top-tier talent, and promotes Juhayna as an employer of choice. The position leads high-priority and executive hiring and champions initiatives across TA Operations and Enablement, Employer Branding, University and Early Careers, and Leadership and Executive Search. It calls for strong sourcing, collaboration, and influencing skills, as well as the ability to manage complex recruitment projects in a fast-paced, dynamic environment.

Requirements

Bachelor’s degree in Business Administration or a related field.
At least 5 years of Talent Acquisition experience, with demonstrated expertise in end-to-end recruitment in corporate or fast-paced environments.
Strong strategic mindset and business acumen across multiple fields, with demonstrated ability to recruit for a wide variety of roles, levels, and functions.
Resilience and persistence, with comfort navigating ambiguity.
Adaptability to changing business priorities, market dynamics, and workforce planning needs.
Experience with Applicant Tracking Systems such as SuccessFactors, Greenhouse, Lever, or Workday, and with recruitment platforms.
Advanced LinkedIn Recruiter sourcing techniques, Boolean search logic, direct headhunting, and talent mapping.
Excellent communication and advisory skills to influence and align senior executives and hiring managers.

Responsibilities

Own full-cycle recruitment for roles across business sectors, from intake and sourcing through interviews and onboarding handover.
Partner with hiring managers, senior leaders, and HR Business Partners.
Lead full-cycle recruitment for critical, high-impact roles in partnership with executive leadership and department heads.
Develop proactive sourcing strategies and talent pipelines, including for hard-to-fill roles and passive candidates.
Improve quality of hire, recruiting process excellence, and the strategic talent advisor mindset.
Deliver a positive candidate experience.
Optimize hiring workflows in the SuccessFactors Applicant Tracking System to reduce time-to-hire and improve the candidate and hiring manager experience.
Partner with Internal Communications to design and execute recruitment marketing campaigns that strengthen employer branding.
Co-lead corporate-academic partnerships and represent the organization at employment fairs, career days, and graduation project collaborations.
Manage the structured Internship Program to build early-career talent pipelines.
Oversee campus outreach strategies to position the company as an employer of choice among graduating talent.
Execute direct search and headhunting for confidential, senior-level, and specialized leadership positions.
Build proactive talent pipelines and talent maps for critical leadership successions.
Manage and maintain talent acquisition reports and trackers.