Talent Advisor

Key Responsibilities

• Strategic Talent Partnership
• Partner with hiring leaders to define role requirements, success profiles, and critical skills needed for business impact
• Lead structured intake discussions to clarify technical competencies, digital requirements, and behavioral expectations
• Provide consultative guidance on market conditions, talent availability, compensation trends, and hiring strategy
• Align recruiting efforts with workforce planning priorities and evolving business objectives
• Full-Cycle Recruitment
• Lead end-to-end recruitment including sourcing, screening, interviewing, selection, and offer extension
• Conduct structured pre-screens that evaluate technical capability, digital proficiency, soft skills, and role alignment
• Present qualified candidates with clear, data-informed assessments
• Manage candidate experience from initial engagement through onboarding transition
• Sourcing & Market Intelligence
• Develop and execute targeted outreach strategies for active and passive talent
• Leverage LinkedIn, job boards, professional networks, university partnerships, and niche channels
• Build and maintain talent pipelines for critical and hard-to-fill segments
• Utilize market insights and hiring data to inform recruiting strategy and improve outcomes
• Skills-Based Hiring Practices
• Apply structured interview guides and assessment tools to promote fair, consistent evaluation
• Translate candidate skills into internal opportunities across business units
• Identify pathways for nontraditional talent pools to address evolving workforce needs
• Digital & Technical Proficiency
• Effectively leverage applicant tracking systems, HCM platforms, recruiting technologies, sourcing tools, and talent analytics
• Demonstrate strong digital fluency in managing candidate pipelines, reporting, workflow optimization, and system navigation
• Continuously adapt to emerging recruitment technologies, including AI-enabled tools
• Specialization & Team Contribution
• Develop and maintain a defined specialty area that strengthens overall Talent Acquisition capability (examples may include digital sourcing strategy, assessment optimization, talent intelligence, early career programs, workforce planning support, or niche segment expertise)
• Share expertise and best practices to enhance overall team performance
• Demonstrate agility in adapting to shifting business priorities and evolving hiring demands
• Qualifications
• Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field (or equivalent experience)
• 2–5 years of experience in talent acquisition, recruiting, career coaching, or related discipline
• Demonstrated experience managing full-cycle recruitment across diverse job families
• Strong demonstrated proficiency in using applicant tracking systems (ATS) and Human Capital Management (HCM) platforms to manage requisitions, candidate workflows, reporting, and compliance requirements
• Strong understanding of technical, digital, and behavioral competency evaluation
• Proven ability to build credibility and influence stakeholders through consultative partnership
• Strong analytical capability with ability to leverage hiring data to inform strategy and improve performance
• Excellent interpersonal, communication, and executive presence skills
• SHRM-CP or PHR certification preferred
• Ability to travel up to 25%

Company

Requirements

• Apply structured interview guides and assessment tools to promote fair, consistent evaluation
• Translate candidate skills into internal opportunities across business units
• Identify pathways for nontraditional talent pools to address evolving workforce needs
• Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field (or equivalent experience)
• 2–5 years of experience in talent acquisition, recruiting, career coaching, or related discipline
• Demonstrated experience managing full-cycle recruitment across diverse job families
• Strong demonstrated proficiency in using applicant tracking systems (ATS) and Human Capital Management (HCM) platforms to manage requisitions, candidate workflows, reporting, and compliance requirements
• Strong understanding of technical, digital, and behavioral competency evaluation
• Proven ability to build credibility and influence stakeholders through consultative partnership
• Strong analytical capability with ability to leverage hiring data to inform strategy and improve performance
• Excellent interpersonal, communication, and executive presence skills
• SHRM-CP or PHR certification preferred
• Ability to travel up to 25%