Role Overview:

We are looking for an experienced Senior Talent Acquisition Partner - Business Hiring to lead end-to-end recruitment for business and corporate functions across the organization. This role requires a strategic talent acquisition professional who can partner closely with business leaders, understand workforce planning needs, and build high-quality talent pipelines for critical hiring requirements.

Key Responsibilities:

1. End-to-End Talent Acquisition:

- Manage the complete recruitment lifecycle from requisition intake to candidate onboarding.

- Partner with hiring managers to understand hiring plans, business objectives, and workforce requirements.

- Develop hiring strategies aligned with organizational growth and business priorities.

- Drive recruitment for individual contributor, managerial, and leadership positions across business functions.

- Ensure timely closure of open positions while maintaining high-quality hiring standards.

- Own recruitment delivery against defined hiring targets and service-level agreements (SLAs).

2. Strategic Sourcing & Talent Mapping:

- Design and execute innovative sourcing strategies to attract top-tier talent.

- Build strong talent pipelines through proactive market mapping and candidate engagement.

- Source candidates using LinkedIn Recruiter, job portals, Boolean search, referrals, networking, and social media platforms.

- Identify passive talent and build long-term relationships for future hiring needs.

- Conduct competitor mapping and talent intelligence to support strategic hiring initiatives.

- Maintain a healthy database of qualified candidates for recurring and niche business roles.

3. Stakeholder Management:

- Act as a trusted talent advisor to business leaders and hiring managers.

- Provide market intelligence, salary benchmarking, talent availability insights, and hiring recommendations.

- Conduct regular hiring review meetings and share recruitment progress updates.

- Influence hiring decisions through data-driven insights and recruitment best practices.

- Collaborate with HR Business Partners, Compensation teams, and business leaders to streamline hiring processes.

4. Candidate Assessment & Selection:

- Screen and evaluate candidates based on technical competencies, business acumen, cultural fit, and organizational values.

- Conduct competency-based interviews and candidate assessments.

- Coordinate interview scheduling with interview panels and hiring managers.

- Ensure a structured and consistent interview process across all hiring functions.

- Facilitate interview feedback discussions and drive timely hiring decisions.

5. Offer Management & Candidate Experience:

- Lead salary discussions and offer negotiations while ensuring internal compensation alignment.

- Manage offer rollouts, candidate engagement, and pre-joining communication.

- Ensure a seamless onboarding experience by coordinating with HR operations and business teams.

- Build strong candidate relationships to improve offer acceptance and reduce drop-offs.

- Deliver an exceptional candidate experience throughout every stage of the hiring journey.

6. Recruitment Analytics & Process Excellence:

- Monitor recruitment KPIs including Time-to-Hire, Time-to-Fill, Offer Acceptance Rate, Source Effectiveness, Candidate Experience, Hiring Manager Satisfaction, and Cost-per-Hire.

- Prepare recruitment dashboards and hiring reports for leadership.

- Identify opportunities to improve hiring efficiency, recruitment quality, and process automation.

- Ensure compliance with recruitment policies and employment regulations.

7. Employer Branding & Talent Engagement:

- Support employer branding initiatives to enhance the organization's talent market presence.

- Participate in hiring events, networking sessions, campus initiatives, and industry meetups.

- Promote the company's employee value proposition (EVP) across multiple recruitment channels.

- Build long-term talent communities for future hiring needs.