Talent Business Partner

Recruitics•New York, NY

1d•Hybrid

About The Position

The Talent Business Partner is responsible for rebuilding and leading the recruitment and onboarding infrastructure across the corporate office and its subsidiaries. This role ensures all talent processes meet high standards of efficiency, fairness, and compliance — including SOC 2 readiness in data handling, access control, and system use. The position combines strategic workforce planning, hands-on recruiting, and process improvement to create a consistent, secure, and engaging candidate-to-employee experience.

Requirements

7–10+ years of experience in Talent Acquisition, People Operations, or HR Business Partner roles, ideally supporting multi-entity or evolving organizations.
Demonstrated experience rebuilding or scaling recruitment infrastructure, processes, and tools from the ground up.
Strong understanding of SOC 2 concepts, including data handling, access control, identity management, and documentation standards (experience supporting SOC 2 audits is a plus).
Hands-on full-cycle recruitment expertise across both corporate and technical functions.
Experience designing or managing onboarding programs, including coordination with IT for access provisioning and system setup.
Proficiency with modern ATS/HRIS platforms, with the ability to audit configurations, permissions, and data accuracy.
Ability to build workforce plans, job architecture frameworks, and scalable hiring models in partnership with leadership.
Exceptional communication and stakeholder-management skills, with the ability to influence leaders and guide compliant talent processes.
Strong operational mindset, with proven ability to document processes, monitor compliance, and maintain data integrity across systems.
Experience developing or maintaining recruiting dashboards, metrics, and reporting frameworks.
Ability to work in a hybrid environment, supporting on-site collaboration at the corporate office as needed.
High degree of discretion and judgment, especially when working with sensitive employee, candidate, and audit-related information.
Comfort working in a fast-moving, ambiguous environment, balancing strategic planning with hands-on execution.

Responsibilities

Design and execute a holistic talent acquisition strategy aligned with business growth and organizational structure across all entities.
Partner with leaders to forecast workforce needs, define critical capabilities, and design scalable hiring plans.
Lead job design and role architecture to ensure equitable and compliant frameworks across subsidiaries.
Incorporate SOC 2 principles into all workforce planning tools and processes to safeguard candidate and employee information.
Rebuild the end-to-end recruitment process, embedding secure workflows and data protection in line with SOC 2 Type II controls.
Manage full-cycle recruitment — from requisition intake and sourcing to interviewing and offer management — ensuring confidentiality of candidate information.
Develop and enforce standardized job posting, background check, and data retention practices across all entities.
Train hiring managers and HR partners on secure use of applicant tracking systems and proper handling of personal data.
Audit ATS configurations and permissions for compliance with access control and data security standards.
Redesign onboarding to create a unified, compliant, and engaging experience for corporate and subsidiary employees.
Implement secure onboarding protocols, including document collection, credentialing, and system access management.
Collaborate with IT to ensure access provisioning follows SOC 2 standards for authorization and identity verification.
Conduct periodic audits of onboarding data and processes for compliance and process integrity.
Build a compelling employer brand that emphasizes culture, innovation, and security-conscious practices.
Partner with Marketing to maintain compliant, accurate, and up-to-date career content across digital channels.
Develop and maintain recruiting dashboards tracking metrics such as time-to-fill, quality-of-hire, and retention.
Partner with HRIS and IT to ensure recruitment data reports adhere to SOC 2 reporting and retention standards.
Partner with HR leadership and subsidiary teams to standardize compliant recruitment practices.
Participate in SOC 2 audits related to HR data security, ensuring evidence and documentation are maintained accurately.
Maintain vendor due diligence records for all recruiting technology and third-party partnerships.