SR. TALENT ACQUISITION PARTNER

JOB SUMMARY The Sr. Talent Acquisition (TA) Partner manages assigned international and domestic recruitment assignments within CARE. Acting as a specialty recruiting and talent acquisition expert with demonstrated ability to effectively build business relationships, this role will support several business groups across multiple regions (countries) and departments. They will manage full life cycle recruitment activities by sourcing candidates, conducting initial assessments, managing the interview process, guiding hiring managers, and negotiating offers. The person in this role will, source for and recruit top talent for international and domestic openings, while being responsible for creating / maintaining strong networks of candidates for ongoing organizational needs by developing innovative sourcing initiatives and a solid pipeline of qualified candidates. They will build strong internal partnerships and collaborate with Hiring Managers during the recruitment and selection process to ensure that practices are legally compliant and consistent with CARE's core values and standards which will enable them to achieve tactical and strategic resource requirements. The Sr. TA Partner is expected to collaborate actively with the Global Talent Acquisition team to identify, design, and implement process improvements that enhance the efficiency, consistency, and overall effectiveness of recruitment operations. Contribute to initiatives that streamline workflows, strengthen candidate experience, and support data-informed decision-making across the team. They must possess in-depth knowledge of the business objectives and the talent acquisition functional area. Functional knowledge of CARE’s HR policies and procedures and basic US and Country labor laws is expected. RESPONSIBILITIES Develop Talent Acquisition Strategy Review the job descriptions for accuracy Conduct in depth and valuable intake meetings with the hiring manager to clarify the position, people involved, and the process. Establish time bound recruitment plans Identify the selling points and the must haves for the role Identify sample profiles and solicit feedback from the hiring manager While developing the recruitment strategy, ensure consistency with CARE's core values Attract and Recruit Talent - Life Cycle Advise hiring manager on places to advertise; work with Talent Acquisition Coordinator and/or administrative staff in hiring manager’s department to place job advertisement Build a pool of prospects for the position (consult Taleo, LinkedIn, and available and approved AI tools Send appealing messages to attract and recruit passive candidates Share qualified applicants with hiring manager for feedback Conduct screening interviews with qualified applicants Maintain constant contact with prospective candidates via several avenues Review and disposition applicants using accurate disposition reasons Update hiring managers on applicant pool and sourcing efforts Work with Talent Acquisition Coordinator or program assistant in hiring manager’s department to ensure that interviews are scheduled in a timely manner Conduct technical assessment or provide work assignment; collect assignment and share with hiring manager for feedback. Conduct reference checks and background checks Guide and Partner with Hiring Managers Manage expectations for the full-cycle interview process; consistently communicating expectations and providing feedback and updates to hiring managers, and other stakeholders throughout the selection process. Identify sourcing challenges and propose solutions Guide hiring managers on interview panel composition and interview questions. Provide expertise in assisting hiring managers with building core competencies interview questions and evaluation documents. Utilize behavioral interviewing techniques at expert level to clearly differentiate between average and superior candidates. Advise hiring managers on interview process and composition of interview panel Draft interview guides in partnership with hiring manager Collect interview feedback and share with hiring manager Guide hiring manager towards a decision on which candidate to hire Negotiate Offers and Closing Requisitions Conduct salary analysis that takes account of internal equity, market data, and candidate expectations Work with necessary partners to acquire all applicable benefits to incorporate into total compensation Recommend starting salaries to hiring managers Seek approvals for the offers when necessary Extend offers that will be accepted by the candidate without back and forth Notify unsuccessful candidates and close positions

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