SENIOR TALENT ACQUISITION PARTNER

JOB SUMMARY:

CARE works around the globe to save lives, defeat poverty, and achieve social justice, seeking a world of hope and equality where all people live with dignity and security. The Senior Talent Acquisition Partner manages full-cycle recruitment for assigned domestic and international roles across CARE. The role sources and attracts candidates, screens and assesses applicants, guides hiring managers through the selection process, and negotiates and closes offers, while building strong candidate pipelines for ongoing needs. By recruiting strong candidates and partnering closely with hiring managers, the role helps CARE attract and hire the talent its mission depends on. The position reports to the Senior Manager, Talent Acquisition.

RESPONSIBILITIES:

Develop the recruitment strategy

• Review job descriptions for accuracy.
• Conduct in-depth, valuable intake meetings with the hiring manager to clarify the position, the people involved, and the process, and 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.
• Ensure the recruitment strategy stays consistent with CARE's core values.

Attract and recruit talent - full life cycle

• Advise the hiring manager on where to advertise, and work with the Senior Talent Acquisition Officer or department staff to place the job advertisement.
• Build a pool of prospects for the position, drawing on Taleo, LinkedIn, and approved AI tools.
• Send appealing messages to attract and recruit passive candidates.
• Share qualified applicants with the hiring manager for feedback.
• Conduct screening interviews with qualified applicants.
• Maintain regular contact with prospective candidates through several channels.
• Review and disposition applicants using accurate disposition reasons.
• Update hiring managers on the applicant pool and sourcing efforts.
• Work with the Senior Talent Acquisition Officer to ensure interviews are scheduled in a timely manner.
• Conduct a technical assessment or provide a work assignment, then collect it and share it with the hiring manager for feedback.

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 building core-competency interview questions and evaluation documents.
• Use behavioral interviewing techniques at an expert level to clearly differentiate between average and superior candidates.
• Draft interview guides in partnership with the hiring manager.
• Collect interview feedback and share it with the hiring manager.
• Guide the hiring manager toward a decision on which candidate to hire.

Negotiate offers and close requisitions

• Conduct salary analysis that accounts for internal equity, market data, and candidate expectations.
• Work with the necessary partners to assemble the full benefits and total-compensation package.
• Recommend starting salaries to hiring managers.
• Seek approvals for offers when necessary.
• Extend offers designed to be accepted without back-and-forth.
• Notify unsuccessful candidates and close positions.