Talent Partner

Cornerstone Building Brands•Cary, NC

20h•Hybrid

About The Position

The Talent Partner is a strategic Talent Acquisition leader responsible for owning end-to-end hiring outcomes for our largest business unit. Serving as the primary interface between the business and Talent Acquisition, this role aligns hiring strategy to business priorities, workforce plans, and financial targets across both salaried/professional and high-volume hourly manufacturing hiring. This role goes beyond requisition management to provide strategic workforce planning, risk management, and hiring governance, ensuring the right talent is in place to support operational continuity, production demand, and business performance. The Talent Partner works closely with HR, operations, and leadership while leveraging recruiters, sourcers, and RPO partners to deliver hiring results at scale across diverse functions, locations, and talent segments. This position reports to the Director, Talent Acquisition.

Requirements

7+ years of Talent Acquisition, Human Resources, or related experience, including responsibility for hiring outcomes in complex, high-volume, multi-site environments.
Experience supporting both salaried/professional recruiting and high-volume hourly manufacturing hiring.
Demonstrated ability to partner with senior business, operations, and HR leaders and influence decision-making at multiple organizational levels.
Strong experience in workforce planning, hiring prioritization, and talent risk management.
Proven ability to lead in a fast-paced, matrixed organization and navigate competing priorities with a high degree of urgency and ambiguity.
Experience managing or partnering with RPO providers and external recruiting vendors to drive performance and hiring results.
Strong analytical and problem-solving skills, with the ability to leverage data, market insights, and workforce trends to drive decisions and accountability.
Excellent communication, presentation, and stakeholder management skills, with the ability to influence and build credibility across functions.
Must be at least 18 years of age to apply.

Nice To Haves

Up to 15% travel domestically

Responsibilities

Serve as the primary TA leader for assigned business unit, aligning hiring strategy to business priorities, workforce plans, and financial targets.
Lead workforce planning, hiring prioritization, and capacity discussions across both salaried/professional and manufacturing talent needs to ensure focus on the roles that matter most.
Act as a trusted advisor to leaders, providing insight into labor market dynamics, hiring risk, and tradeoffs.
Partner with HR and business leaders to ensure disciplined hiring decisions aligned to enterprise governance and approvals.
Own end-to-end hiring outcomes for assigned business unit, including professional, leadership, technical, and high-volume manufacturing hiring.
Drive accountability for results across recruiters, sourcers, HR, and RPO partners.
Identify and address risks proactively (aging vacancies, critical roles, pipeline gaps, capacity constraints).
Ensure consistent execution of the TA operating model across all sites and functions.
Set hiring priorities for assigned business unit and ensure alignment across TA and HR partners.
Provide escalation support and hands-on leadership for critical roles, sites, and high-risk hiring situations.
Partner with recruiters, sourcers, and RPO teams to build targeted pipelines for critical professional positions while ensuring sustainable candidate flow for high-volume manufacturing hiring.
Ensure a balanced approach to speed, quality, and candidate experience.
Provide oversight of RPO and external partners supporting manufacturing and professional hiring, ensuring alignment to business needs and performance expectations.
Drive consistency in how RPO is deployed across sites to improve efficiency and outcomes.
Evaluate and optimize insource vs. outsource decisions, balancing cost, speed, quality, and risk.
Reinforce discipline in hiring practices, including approvals, prioritization, and adherence to enterprise processes.
Act as a change leader, driving adoption of standardized tools, workflows, and operating models.
Lead initiatives that improve hiring effectiveness, workforce planning, and leader capability.
Monitor key performance indicators (volume, cycle time, aging vacancies, risk indicators) and translate into actionable insights.
Provide clear updates to business and HR leadership on progress, risks, and tradeoffs.
Identify and escalate talent risks early to protect business outcomes.
Ensure compliance with employment laws, policies, and audit requirements.