Talent Acquisition Business Partner

Role Summary

The Talent Acquisition Business Partner (TABP) owns end-to-end recruitment for a dedicated business unit, acting as a strategic partner to hiring managers rather than an order-taking recruiter. This is a hunter role: the TABP does not wait for applicants to come in, but proactively sources, networks, and builds relationships to find talent before it is on the market. This role reports into the Head of Talent Acquisition and is accountable for quality of hire, pipeline health, and hiring manager trust within their assigned business area. Success in the first six to twelve months means a fully staffed pipeline built through direct sourcing and headhunting, consistently high quality-of-hire outcomes, and hiring managers who treat the TABP as a trusted advisor rather than a service desk.

Key Responsibilities

• Headhunt and proactively source passive talent through direct outreach, market mapping, and networking, rather than only relying on inbound applicants
• Build and maintain a personal network of talent and industry contacts as an ongoing pipeline, not a one-off search
• Own full-cycle recruitment for a dedicated business leader relationship, from intake through offer
• Partner with hiring managers on role scoping, market reality checks, and interview process design
• Developing hiring manager trust, understanding business forecast and aligning to the global needs of your assigned business unit
• Manage and coach external recruitment agency relationships for supplementary sourcing on owned roles
• Implement, monitor and deliver structured candidate experience at every stage, from first outreach to offer
• Flag risk (pipeline gaps, hiring manager misalignment, market constraints) early and proactively
• Contribute talent market intelligence back to the wider TA function
• Manage inbound applications through our ATS, Greenhouse
• Monitor, track and report on relevant Talent Acquisition metrics (quality of hire, pipeline health, new hire retention, etc) and deliver results against Key Performance Indicators (KPIs) for assigned business unit.
• Collaborate with regional and global talent management teams to drive and support the global HR and Talent Management agenda
• Implement and deliver Talent Acquisition automation solutions to support process improvement for assigned business unit (Artificial Intelligence, efficiency projects, etc)
• Understand and articulate business priorities for assigned business unit, driving and supporting workforce planning initiatives.

Required Qualifications

• Demonstrated strength in sourcing, networking, and relationship building, with a track record of headhunting passive candidates rather than screening inbound applicants
• Active use of sourcing, screening, and recruitment tools is compulsory in this role, not optional
• Five or more years of full-cycle recruitment experience, in-house or agency (preferred both)
• Proven track record building proactive sourcing pipelines, not just managing inbound
• Experience partnering directly with senior hiring managers or business leaders
• Strong stakeholder management and consultative communication skills
• Comfort working with applicant tracking system platforms (Greenhouse preferred) and pipeline reporting
• Fluent in English; additional regional language a plus depending on market
• Experience in sourcing from LinkedIn Recruiter is a must

Nice-to-Have

• Prior experience recruiting in cybersecurity, critical infrastructure, or adjacent technical and regulated industries
• Experience managing or coaching an external agency relationship
• Exposure to quality-of-hire measurement frameworks
• Experience in a TA function actively transitioning from reactive to strategic