Talent Acquisition Business Partner

Safran; United States; Remote; USD 110,000 - 150,000; Full time

Job summary

Safran in the United States is seeking a Talent Acquisition Business Partner to lead full life cycle recruitment for the U.S. Talent Acquisition Hub.

You will partner with hiring managers and business leaders to understand priorities, define roles, and deliver high-quality hiring outcomes across multiple locations. The role combines hands-on recruiting with consultative partnership, data-driven decisions, and a commitment to compliant, inclusive hiring practices to meet current and future talent

Qualifications

• Lead full life cycle recruitment for assigned U.S. business units and functions.
• Advise hiring managers on talent availability, market conditions, compensation considerations, and interview practices.
• Develop role-specific sourcing strategies, candidate outreach, and talent pipelines.
• Promote inclusive recruiting practices and ensure compliance with U.S. employment practices.

Responsibilities

• Lead full life cycle recruitment for assigned U.S. business units, from intake to offer.
• Build trusted partnerships with hiring managers, HR partners, and leaders.
• Translate business needs into clear position profiles and hiring timelines.
• Advise on labor market conditions, compensation considerations, and interview approaches.
• Develop sourcing strategies based on location, capabilities, and diversity objectives.
• Create targeted candidate outreach and build market maps for hard-to-fill roles.
• Identify active and passive candidates using Boolean search and sourcing tools.
• Maintain proactive candidate engagement and a positive candidate experience.

Job description

Position Overview

The Talent Acquisition Business Partner is a recruiting professional within the U.S. Talent Acquisition Hub who leads full life cycle recruitment and serves as a trusted advisor to hiring managers and business leaders across Safran. This role develops a strong understanding of assigned business areas, workforce priorities, and talent markets in order to deliver thoughtful recruiting strategies and high-quality hiring outcomes. The Talent Acquisition Business Partner manages searches from intake through offer and pre-employment transition, while providing hiring managers with guidance on role definition, sourcing strategy, candidate assessment, market conditions, selection decisions, and the overall candidate experience. The successful candidate combines hands-on recruiting expertise with consultative business partnership, sound judgment, data-driven decision-making, and a commitment to consistent, compliant, and inclusive hiring practices.

Job Requirements/Key Responsibilities

• Lead full life cycle recruitment for assigned U.S. business units, functions, and locations, from requisition intake and sourcing through interviews, selection, offer, and pre-employment transition.
• Build trusted partnerships with hiring managers, HR Business Partners, and business leaders by understanding organizational priorities, workforce plans, role requirements, and the capabilities needed for current and future success.
• Conduct effective intake meetings and translate business needs into clear position profiles, recruiting strategies, candidate success criteria, and realistic hiring timelines.
• Advise hiring managers on talent availability, labor market conditions, competitive positioning, compensation considerations, interview practices, candidate evaluation, and hiring risks.
• Develop role-specific sourcing strategies based on the intake discussion, required capabilities, target talent profile, location, labor-market conditions, diversity objectives, and anticipated hiring challenges.
• Build and maintain market maps and targeted prospect lists using direct sourcing, professional networks, employee referrals, internal talent, alumni communities, job boards, social platforms, industry associations, academic partnerships, hiring events, and other relevant channels.
• Create tailored candidate outreach that communicates Safran's employee value proposition, role impact, career opportunity, and business context, and adjust messaging based on response and conversion data.
• Use Boolean search, talent intelligence, competitor research, geographic analysis, and available sourcing technologies to identify active and passive candidates for specialized, technical, and hard-to-fill positions.
• Develop sustainable talent pipelines for recurring or critical skill areas, maintain meaningful engagement with prospects, and partner with business leaders on proactive talent planning ahead of approved openings.
• Evaluate sourcing-channel effectiveness by tracking candidate quality, response rates, conversion rates, time to slate, and hires by source, and redirect effort or investment when results do not meet expectations.
• Identify, engage, screen, and assess qualified candidates, presenting balanced and evidence-based recommendations to hiring teams.
• Guide hiring managers through structured, consistent, and effective interview and selection processes, including interview planning, interviewer preparation, and candidate debriefs.
• Maintain proactive communication with candidates and stakeholders, ensuring transparency, responsiveness, and a positive experience throughout the recruiting process.
• Lead offer development and closing activities in partnership with hiring managers, HR, and compensation stakeholders, addressing candidate questions and supporting successful offer acceptance.
• Manage requisition activity and candidate records accurately and promptly in the applicant tracking system, ensuring process visibility, data integrity, and compliance with established requirements.
• Use recruiting metrics and market insights to monitor progress, identify challenges, set expectations, and recommend adjustments to improve quality, speed, and effectiveness.
• Promote inclusive recruiting practices and help hiring teams attract and evaluate broad, qualified talent pools in accordance with equal employment opportunity principles.
• Ensure recruiting activities comply with Safran policies, standardized U.S. Talent Acquisition Hub processes, data privacy requirements, and applicable federal, state, and local employment practices.
• Partner with Talent Acquisition Specialists and other hub team members by providing clear direction, sharing information, and coordinating activities to deliver a seamless end-to-end process.
• Contribute to talent pipeline development, employer branding, campus or professional recruiting events, process improvement initiatives, and other strategic Talent Acquisition projects.
• Share recruiting expertise, best practices, and market knowledge with colleagues and stakeholders, and provide informal coaching or support to less-experienced team members as needed.
• Perform additional talent acquisition responsibilities and special projects as assigned.