Talent Acquisition Business Partner

UNKNOWN; Sacramento (CA); On-site; USD 100,000 - 115,000; Full time

Job summary

InterWest in Sacramento, CA is seeking a Talent Acquisition Business Partner to act as a strategic recruiting partner to leadership, building and maintaining talent pipelines across the organization, with a focus on brokers, account managers, and account executives in Commercial Insurance, Surety, Employee Benefits and Personal Insurance.

The TABP owns full-cycle recruiting from intake through offer acceptance, using market trends and deep industry networks to anticipate hiring needs and deliver

Qualifications

• 7+ years of recruiting experience, including at least 4 years in insurance brokerage.
• Proven success sourcing and placing brokers, account managers, account executives.
• Strong network within the insurance industry and ability to engage with leadership.
• Data-driven decision making and market trend analysis.

Responsibilities

• Own full-cycle recruiting from intake through offer acceptance.
• Develop talent pipelines and proactive sourcing for key roles.
• Partner with leadership to translate business strategy into hiring plans.
• Maintain accurate candidate data and reporting in ATS.

Skills

Recruiting experience

Insurance brokerage network

Data-driven

Leadership relationships

Job description

We are actively recruiting for an experienced Talent Acquisition Business Partner to join the InterWest team. The Talent Acquisition Business Partner (TABP) is a strategic recruiting partner to leadership, responsible for building and maintaining talent pipelines across the organization, with particular focus on critical client-facing roles including Brokers, Account Managers, and Account Executives across Commercial Insurance, Surety, Employee Benefits and Personal Insurance. Rather than reacting to open requisitions, the TABP anticipates hiring needs by understanding business strategy and market trends, cultivating deep networks within the insurance brokerage industry, and maintaining relationships with high-potential talent well before roles become available. This role owns full-cycle recruiting from intake through offer acceptance.

InterWest has been recognized continually for our outstanding client service, company culture and community service. Our clients' financial growth and security is our top priority. We understand that as the insurance world evolves and competition intensifies, the need for innovative thinking increases.

We continue to develop new, creative insurance solutions for our clients and effective work processes and tools for our employees. Our structure is based on successful teamwork, both internally and with our external partners. We have one strong unifying vision, which is to continuously flourish as an industry leader and be the best organization we can be.

Our team is comprised of talented professionals who

• thrive in a high energy organization
• have a desire to provide the highest quality of customer service
• are committed to giving back to the communities in which we work and live
• maintain the highest ethical standards
• enjoy a culture that encourages life-work balance
• value an inclusive, diverse work environment

JOB DUTIES AND RESPONSIBILITIES

The essential duties and responsibilities for the position include the items listed below. Other duties and responsibilities may be assigned.

Strategic Partnership

• Develop deep, trusted relationships with leadership, becoming someone they call when they're thinking about a hire, not just when they have an open req
• Understand the company’s business strategy, growth trajectory, and what success looks like in each department
• Work with others in HR, analyze historical hiring patterns, turnover data, and market trends to anticipate talent needs 6-12 months ahead
• Translate business objectives into talent acquisition strategies that deliver measurable results

Proactive Pipeline Development

• Build and maintain talent pipelines for critical roles before positions open, particularly Brokers, Account Managers, Account Executives, and client-facing professionals in Commercial P&C, Personal Lines and Employee Benefits
• Cultivate a strong network within the insurance brokerage industry through associations, events, LinkedIn, and relationship-based sourcing
• Map talent at competitor agencies and maintain ongoing relationships with high-potential professionals
• Provide market intelligence to leaders on talent availability, compensation trends, and competitive dynamics

Quality-Focused Execution

• Own full-cycle recruiting, from intake through offer acceptance
• Manage compensation negotiations, working with leadership to structure competitive offers that reflect market data and internal equity
• Maintain accurate requisition and candidate data in the ATS to support reliable reporting
• Screen candidates with a focus on cultural fit and long-term success, not just skill match
• Present candidates with context that helps hiring managers make informed decisions
• Track and report on quality metrics: hiring manager satisfaction and retention rates, not just time-to-fill

JOB QUALIFICATIONS

Experience

• 7+ years of recruiting experience with at least 4 years focused on insurance brokerage
• Proven success sourcing and placing Brokers, Account Managers, Account Executives, and client-facing roles in Commercial Insurance, Surety, Employee Benefits and Personal Insurance
• Strong existing network within the insurance industry. You know people, and people know you
• Demonstrated ability to build trusted advisor relationships with business leaders, not just take orders
• Comfortable using data to identify patterns, anticipate needs, and measure outcomes
• Self-directed work style with strong organizational skills; you don't need to be managed closely
• Comfort working in an environment where processes and tools are still being developed

The estimated starting compensation range for this full-time position is $100,000 - $115,000 annually, plus benefits and the opportunity to earn additional incentive compensation based on key performance indicators (KPIs).

Compensation for this role will be set based on a variety of factors, including but not limited to departmental budgets, qualifications, experience, education, licenses, specialty, training, and geographical location. The hiring range represents the company’s good faith and reasonable estimate of the range of possible compensation at the time of posting.