Senior Talent Acquisition Business Partner

Safran; Irving (TX); On-site; USD 100,000 - 140,000; Full time

Job summary

Safran in Texas is seeking a senior Talent Acquisition partner to lead full lifecycle recruitment across U.S. business units, functions, and locations. You will partner with HR leaders to translate workforce needs into proactive sourcing strategies and effective hiring plans.

You will drive candidate experience, leverage market insights, and build proactive pipelines for critical roles while ensuring compliance and strong stakeholder collaboration across the organization.

Qualifications

• Bachelor’s degree in HR, business, or related field or equivalent experience.
• 8+ years of full-cycle talent acquisition, senior-level and specialized roles.
• Consultative Talent Acquisition Partner to leaders and HR stakeholders.
• Ability to align TA strategy with business goals and workforce priorities.
• Strong stakeholder management and influencing skills.
• Advanced sourcing and talent mapping across multiple channels.
• Experience using labor market insights and recruiting analytics.
• Excellent interviewing, negotiation, and closing skills.
• Excellent written and verbal communication across levels.
• Ability to manage a demanding requisition portfolio across sites.

Responsibilities

• Act as the primary talent acquisition advisor for assigned business units, functions, or locations, developing a strong understanding of business strategy, organizational structure, workforce needs, and critical skill requirements.
• Partner with business and HR leaders to anticipate workforce needs, talent risks, capability gaps, and hiring priorities, translating these insights into proactive talent acquisition strategies.
• Lead intake and strategy discussions that clarify business outcomes, role requirements, candidate profiles, labor market realities, sourcing approaches, interview plans, and decision criteria.
• Lead full life cycle recruitment for assigned U.S. business units, functions, and locations, including senior leadership, specialized, technical, and business-critical roles.
• Develop tailored sourcing and attraction strategies using direct sourcing, talent mapping, professional networks, employee referrals, targeted outreach, industry associations, events, and other appropriate channels.
• Provide stakeholders with market intelligence, including talent supply, competitive conditions, compensation considerations, geographic factors, candidate expectations, and potential hiring risks.
• Advise and influence hiring managers on role design, candidate assessment, diversity of talent pools, interview quality, selection decisions, and competitive offer strategies.
• Build and maintain proactive pipelines for recurring, difficult-to-fill, and business-critical capabilities, with a focus on long-term talent relationships rather than requisition-only recruiting.
• Deliver a professional, transparent, and engaging candidate experience through consistent communication, timely feedback, thoughtful relationship management, and effective closing practices.
• Use recruiting data and operational metrics to identify trends, assess funnel health, monitor service delivery, and recommend actions that improve quality, speed, candidate experience, and hiring outcomes.
• Maintain accurate and timely records in the applicant tracking system and ensure recruiting activity complies with Safran policies, established processes, data privacy requirements, and applicable employment laws.
• Facilitate effective calibration and debrief discussions, helping hiring teams evaluate candidates objectively and reach well-supported selection decisions.
• Partner closely with HR Business Partners, Compensation, HR Operations, business leaders, and other stakeholders to resolve hiring challenges and deliver a coordinated hiring experience.
• Coach hiring managers and interview teams on effective recruiting practices, structured interviewing, candidate engagement, bias awareness, and their responsibilities throughout the hiring process.
• Lead or contribute to Talent Acquisition projects, process improvements, employer branding initiatives, technology enhancements, hiring events, vendor partnerships, and Required Qualifications

Skills

Stakeholder management

Sourcing & mapping

Interviewing & closing

Consultative partner

Talent analytics

Negotiation skills

Communication skills

Talent pipeline development

Education

Bachelor's degree in HR, Business Administration, Organizational Psychology, Communications, or related field

Tools

Applicant tracking system (ATS)

LinkedIn Recruiter

Recruiting technologies

MS 365 (Outlook, Excel, PowerPoint, Word, Teams)

Job description

Job Requirements/Key Responsibilities

• Act as the primary talent acquisition advisor for assigned business units, functions, or locations, developing a strong understanding of business strategy, organizational structure, workforce needs, and critical skill requirements.
• Partner with business and HR leaders to anticipate workforce needs, talent risks, capability gaps, and hiring priorities, translating these insights into proactive talent acquisition strategies.
• Lead intake and strategy discussions that clarify business outcomes, role requirements, candidate profiles, labor market realities, sourcing approaches, interview plans, and decision criteria.
• Lead full life cycle recruitment for assigned U.S. business units, functions, and locations, including senior leadership, specialized, technical, and business-critical roles.
• Develop tailored sourcing and attraction strategies using direct sourcing, talent mapping, professional networks, employee referrals, targeted outreach, industry associations, events, and other appropriate channels.
• Provide stakeholders with market intelligence, including talent supply, competitive conditions, compensation considerations, geographic factors, candidate expectations, and potential hiring risks.
• Advise and influence hiring managers on role design, candidate assessment, diversity of talent pools, interview quality, selection decisions, and competitive offer strategies.
• Build and maintain proactive pipelines for recurring, difficult-to-fill, and business-critical capabilities, with a focus on long-term talent relationships rather than requisition-only recruiting.
• Deliver a professional, transparent, and engaging candidate experience through consistent communication, timely feedback, thoughtful relationship management, and effective closing practices.
• Use recruiting data and operational metrics to identify trends, assess funnel health, monitor service delivery, and recommend actions that improve quality, speed, candidate experience, and hiring outcomes.
• Maintain accurate and timely records in the applicant tracking system and ensure recruiting activity complies with Safran policies, established processes, data privacy requirements, and applicable employment laws.
• Facilitate effective calibration and debrief discussions, helping hiring teams evaluate candidates objectively and reach well-supported selection decisions.
• Partner closely with HR Business Partners, Compensation, HR Operations, business leaders, and other stakeholders to resolve hiring challenges and deliver a coordinated hiring experience.
• Coach hiring managers and interview teams on effective recruiting practices, structured interviewing, candidate engagement, bias awareness, and their responsibilities throughout the hiring process.
• Lead or contribute to Talent Acquisition projects, process improvements, employer branding initiatives, technology enhancements, hiring events, vendor partnerships, and Required Qualifications

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, Communications, or a related field, or an equivalent combination of education and directly relevant experience.
• Minimum of 8 years of progressive full-cycle talent acquisition experience, including demonstrated success recruiting complex, specialized, technical, professional, and senior-level talent.
• Proven experience serving as a consultative Talent Acquisition Business Partner to business leaders, hiring managers, and HR stakeholders in a complex organization.
• Demonstrated ability to connect talent acquisition strategy to business goals, workforce priorities, operational needs, and long-term capability requirements.
• Strong stakeholder-management and influencing skills, including the confidence to provide informed recommendations, challenge assumptions constructively, and navigate competing priorities.
• Advanced sourcing and talent-mapping capability across multiple channels, including direct outreach and proactive pipeline development.
• Experience using labor market insights, recruiting analytics, and funnel data to guide strategy, identify risks, and improve hiring outcomes.
• Strong interviewing, candidate-assessment, negotiation, and closing skills, with the ability to guide leaders through complex or sensitive hiring decisions.
• Excellent written, verbal, facilitation, and presentation skills, with the ability to communicate effectively across organizational levels.
• Ability to manage a demanding portfolio of requisitions and strategic priorities while maintaining quality, responsiveness, accuracy, and a strong candidate experience.
• High level of professional judgment, discretion, integrity, and accountability when handling confidential candidate, employee, and business information.
• Working knowledge of U.S. equal employment opportunity requirements, recruiting compliance, data privacy expectations, and consistent selection practices.
• Proficiency with applicant tracking systems, sourcing platforms, recruiting technologies, and Microsoft 365 applications, including Outlook, Excel, PowerPoint, Word, and Teams.
• Ability to operate effectively in a hub, shared-services, matrixed, or multi-site environment and collaborate across functions, businesses, and geographic locations.

Preferred qualifications

• Experience supporting aerospace, defense, engineering, manufacturing, operations, supply chain, or other technical and regulated environments.
• Experience with executive or leadership recruiting, talent intelligence, employer branding, recruiting process improvement, or mentoring Talent Acquisition professionals is also preferred.