SR. TALENT ACQUISITION PARTNER

Job Description

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

Required Qualifications:

• Bachelor’s degree in Business or Human Resources or equivalent combination of education and work experience
• Drive for results – ability to shorten time to fill by improving efficiency
• Problem solving skills – ability to identify recruiting challenges and propose solution
• Sourcing savvy – Must have the ability to use various sourcing tools and systems. Ability to find and reach out to passive candidates with personalized messages that build relationships and prompt great people to apply.
• Organizational skills – Ability to lead searches through methodical steps and to adhere to timelines. Ability to multitask – to manage multiple searches for positions that are at different stages.
• Technical capabilities – Must be comfortable with Microsoft office and possess knowledge of applicant tracking systems such as Taleo, to organize candidates and analyze recruiting.
• Collaborative skills – We want someone who actively listens and communicates. Who can connect easily with their team and customers to gain their trust and respect. Who can roll up their sleeves and help others out in a pinch.
• Flexible – Sometimes you will have 3 months to recruit someone for a position; sometimes you will have only a week. You are comfortable in a fast-paced environment with fluid deadlines.
• Team player – You work well with others, share best practices and successes. Add value
• Adaptable – Lives CARE’s values: Transformation, Integrity, Diversity, Excellence and Equality

Preferred Qualifications:

• 8+ years’ experience recruiting in international companies or NGOs.
• Experience recruiting in the development and humanitarian space is a plus

About the Organization

There are individuals who may use CARE’s name and trademark in emails and on websites in an attempt to solicit fees from interested job-seekers. Some examples of these fees are placement fees or immigration processing fees. CARE does not use recruiting or placement agencies that charge candidates an up-front fee of any kind. Occasionally, CARE does employ recruiting or placement agencies to help us identify candidates for specific employment within CARE. If you’re contacted by a legitimate recruiting or placement agency, there should be no charge to you. If you suspect that you have been a victim of fraud from someone purporting to be CARE, please contact us at legal@care.org. Please do not email legal@care.org to apply for this position. Instead, click "apply now" below in order to submit your interest.

CARE is an Equal Opportunity employer. We provide equal employment opportunities to all employees and qualified applicants for employment without regard to race, color, sex, religion, ancestry, national origin, age, disability, marital status, or veteran status, or any other characteristics protected under applicable law.

Starting salaries are based on internal equity, candidate experience, and the cost of labor where the job is based. Salaries listed only apply to jobs based in the US.