The Talent Acquisition Business Partner is responsible for the full lifecycle process with overall responsibility for leading and managing all aspects of the recruitment function and implement an effective sourcing, screening and selection process for the city. This role drives the assessment of external and internal talent to fill vacancies. The Talent Acquisition Business Partner collaborates with hiring managers and cultivates relationships with employees, candidates and community agencies. Work is performed under the general supervision of the Director of Human Resources.Essential Tasks• Manages the recruitment process to fill all staffing needs within the city and partner with hiring managers to ensure strong benches of talent.• Collaborates with internal departments to create effective recruitment and employment branding campaigns via use of the internet, social media, job boards, industry-specific media, networking, and local universities, the Chamber, and other networking organizations such as LinkedIn Recruiter and Indeed.com.• Delivers recruiting practice excellence by following internal policies and procedures, accurately and timely tracking of candidate and requisition activity in the applicant tracking system and adhering to all significant compliance and legal requirements as well as professional standards.• Supervise, motivate, train, and effectively develop subordinate staff.• Completes transactional work associated with job descriptions, posting and filling vacancies, creating offer letters, maintaining the applicant tracking system, recruiting reports and other staffing administration functions as needed.• Collaborates with HR Benefits team to help lead and/or manage the onboarding of new employees at New Employee Orientation.• Prepares and extends job offers in collaboration with the respective hiring manager and ensures proper hand off for onboarding and new employee orientation.• Collaborates with the Office of Diversity, Equity & Inclusion and incorporate equity-centered techniques and methods into human resource recruiting practices. • Collaborates with HR Director to generate dashboards, analytical reports, and models for calculating and tracking staffing projections and workforce goals, evaluating the effectiveness of recruitment, selection, and placement.• Develops and maintains strategic relationships with respective hiring managers; works closely with them to understand their needs and identify current, planned, and potential openings.• Participates in special projects and other duties as assigned.Qualifications• Bachelor’s Degree in Human Resources, Public Administration, Sociology or a related field • Four (4+) years of demonstrated successful and progressively responsible experience, as an in-house technical recruiter with high volume recruiting in a fast-paced environment;• Three (3) years working within an ATS; and • Three (3) years of supervisory experience. • Soft skills critical to role: takes ownership, ability to multitask and prioritize, flexible, adaptable, collaborative and willing to take on new challenges.• Must possess strong communication skills (verbal and written); should be comfortable working with any level of employee or manager. • A self-starter with a strong ability to multitask and work on multiple positions at once is a vital part of this role as well as being organized and flexible.• Ability to think critically and anticipate issues, and proactively suggest short/long-term solutions.• Experience in social media recruiting and knowledge of portal sourcing including LinkedIn recruiter, career boards, etc.• Proficient in Microsoft office suite (MS Word and Outlook are used daily).• Knowledge of EEO, ADA, FLSA, E-Verify, and other related Federal & State laws is required.Preferred Skills• A high degree of initiative, with the ability to work independently.• Demonstrated experience meeting and exceeding goals in a fast-paced work environment.• Knowledge of recruitment methodology to implement marketing and outreach strategies and evaluate their effectiveness to attract a wide variety of applicants from entry to executive level. • Knowledge in all full lifecycle recruiting components such as diverse talent sourcing, assessing, applicant tracking, closing offer processes and relationship management.• Strong focus on customer service with a commitment to continuous improvement.• Proficient with NeoGov or other industry standard applicant-tracking software.• Ability to influence leadership and drive decisions to meet hiring demand timelines.• Current possession of IPMA-SCP/CP certification or the ability to obtain within 12 months or current possession of SHRM-SCP/CP certification or the ability to obtain within 24 months.