Talent Acquisition Partner

GenerationEd

Job title 

Talent Acquisition Partner

Programs 

People Operations/Admin

Reports to 

Director of People Operations

FLSA Status

Non-exempt

Last Updated

September 2026

General Description 

The Talent Acquisition Partner plays a pivotal role in driving the organization's talent strategy by identifying and attracting top talent who align with the company's values, culture, and long-term goals. This individual is responsible for not only filling immediate vacancies but also building a sustainable pipeline of talent to support the organization's future growth. The Talent Acquisition Partner collaborates closely with hiring managers and leadership to understand the needs of each department and ensures that the right people are hired based on both experience and cultural fit.

Key Competencies 

All GenerationEd Employees

• Reliability and Quality of work

• Problem Solving/Critical Thinking

• Customer Service

• Teamwork 

and Collaboration

• Trust and Accountability


• Effective Communication

• Initiative and Growth

Role Specific

• Regulatory Compliance Management


• Conflict Resolution and Trust Building

Essential Duties and Responsibilities 

Talent Strategy Development:

• Partner with leadership to develop and execute a comprehensive talent acquisition strategy that aligns with the organization's goals and objectives.


• Forecast future hiring needs and develop talent pipelines to ensure readiness for upcoming opportunities.


• Analyze and optimize recruitment processes to improve efficiency and candidate experience.

Candidate Sourcing and Screening:

• Utilize various sourcing methods, including social media, job boards, networking events, and partnerships, to attract a diverse pool of candidates.


• Conduct thorough screening and interviewing processes to assess candidates' qualifications, experience, and cultural fit.


• Maintain an up-to-date database of potential candidates and nurture relationships for future opportunities.

Collaboration with Hiring Managers:

• Work closely with hiring managers to understand the specific needs and requirements of each role.


• Provide guidance on job descriptions, candidate profiles, and interview techniques to ensure a consistent and effective hiring process.


• Serve as a trusted advisor, offering insights and recommendations to enhance the hiring process and improve retention.

Employer Branding and Candidate Experience:

• Develop and promote the organization's employer brand to attract top talent.


• Ensure a positive candidate experience throughout the recruitment process, from initial contact to onboarding.


• Gather and analyze feedback from candidates and hiring managers to continuously improve the recruitment process.

Data-Driven Recruitment:

• Track and report on key recruitment metrics to measure the effectiveness of talent acquisition efforts.


• Use data and analytics to identify trends, challenges, and opportunities for improvement.


• Stay informed on industry trends, best practices, and emerging technologies in talent acquisition.

Administrative Duties:

• Manage and coordinate the onboarding process to ensure a smooth and positive new hire experience from offer acceptance through orientation.


• Maintain accurate and compliant employee files, ensuring all required documentation is completed, organized, and securely stored.


• Manage the I-9 and E-Verify process for new hires, ensuring accurate documentation, timely verification, and compliant maintenance of employment eligibility records.


• Consistently adjust interview guides according to job competencies, change in environment and ensure they are equitable and include a scoring system.


• Conduct reference checks for all employees.

Essential Qualifications 

Education/Educations and Requirements:

• Minimum of an Associate’s Degree.

• 2 years of experience in talent acquisition, recruitment, or human resources, preferably in a fast-paced, dynamic environment.


• Proven track record of successfully hiring for a variety of roles, from entry-level to executive positions.

Knowledge, Skills, and Abilities:

• Strong understanding of recruitment best practices, sourcing techniques, and interview methodologies.


• Excellent communication and interpersonal skills, with the ability to build relationships and influence stakeholders at all levels.


• Strategic thinking with the ability to align talent acquisition efforts with long-term organizational goals.


• Proficiency in using applicant tracking systems (ATS) and other recruitment technologies.


• Data-driven mindset with strong analytical skills and attention to detail.

Physical, Mental and/or Visual Demands

• Must be able to sit and stand for extended periods of time throughout the day.

• Must be able to lift up to 35 lbs.


• Must be able to bend and stoop.


• The noise level in the work environment is usually moderate. 


• Specific vision abilities required by the job include close, distance, color, peripheral depth and the ability to adjust focus.   

GenerationEd is committed to provide equal employment opportunities to all qualified individuals, including those with disabilities in accordance with ADA.

Acknowledgement

This job description describes the general nature and level of work performed by the individual assigned to this position and should not be interpreted as all inclusive. It does not state or imply that these are the only duties and responsibilities assigned to the position. The employee may be required to perform other job-related duties. All requirements are subject to change and to possible modification to reasonably accommodate individuals with a disability.

I further understand that my employment with GenerationEd is at will.