Talent Acquisition Business Partner (Sales Focus)

BroadStreet Partners; United States; Híbrido; USD 80.000 - 100.000; Jornada completa

Descripción de la vacante

A leading insurance brokerage is seeking a Talent Acquisition Business Partner who will build relationships with agency leaders to strategically anticipate talent needs. This role focuses on proactive recruiting, utilizing historical data to create pipelines and ensuring a cultural fit for placements. With 3-5 years of experience in insurance brokerage recruiting, the candidate will thrive in a developing environment, significantly impacting talent acquisition outcomes. If you enjoy building while doing, this opportunity is for you.

Formación

• 3-5 years of recruiting experience with a focus on insurance brokerage.
• Proven success sourcing producers in relevant lines of insurance.
• Comfortable working in a developing environment without full structure.

Responsabilidades

• Develop relationships with Core Partner leadership.
• Analyze historical hiring data to anticipate talent needs.
• Own full-cycle recruiting from intake through offer acceptance.

Conocimientos

Recruiting experience

Strong network in insurance industry

Data analysis

Building trusted advisor relationships

Self-directed work style

Descripción del empleo

Overview

BroadStreet Partners is a Top 15 insurance brokerage operating under a unique co-ownership model with over 30 Core Agency Partners across 200+ offices nationwide. We're building something different. A platform where entrepreneurial agencies maintain their identity and culture while gaining the resources and scale of a national organization.

About This Role

This is not a traditional recruiting role. We're looking for a Talent Acquisition Business Partner who thinks like a business leader first and a recruiter second, someone who understands that the right hire changes an agency's trajectory, and the wrong one sets them back years.

You'll partner with multiple Core Agency Partners, each with their own culture, growth plans, and talent challenges. Your job isn't to wait for requisitions, it’s to understand where each agency is headed, anticipate their talent needs before they become urgent, and build pipelines that deliver the right people at the right time. You'll use historical hiring data, turnover patterns, and direct conversations with agency leaders to develop talent strategies that drive business outcomes.

You'll be joining a talent acquisition function that's still building its infrastructure, which means you'll have the opportunity to shape how we work. If you need everything in place before you can be effective, this isn't the right fit. If you thrive on building while doing, keep reading.

How You’ll Make An Impact

Strategic Partnership

• Develop deep, trusted relationships with Core Partner leadership, becoming someone they call when they're thinking about a hire, not just when they have an open req
• Understand each partner's business strategy, growth trajectory, and what success looks like in their specific environment
• Working 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
• Build and proactively maintain talent pipelines for critical production roles across Commercial P&C, Personal Lines, and Employee Benefits ensuring readiness ahead of anticipated openings
• 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 agency leaders on talent availability, compensation trends, and competitive dynamics

Quality-Focused Execution

• Own full-cycle recruiting for assigned partners, from intake through offer acceptance
• 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, time-to-productivity, retention rates, not just time-to-fill

Infrastructure Building

• Contribute to the development of recruiting processes, playbooks, and tools as we scale
• Partner with the Manager of Talent Acquisition to identify gaps and implement solutions
• Document what works across different Core Partners to build institutional knowledge

What You Bring

Required

• 3-5 years of recruiting experience with at least 3 years focused on insurance brokerage
• Proven success sourcing and placing producers in Commercial Lines, Personal Lines, and/or Employee Benefits
• 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
• Comfort 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

Preferred

• Experience recruiting for independent agencies or regional brokerages (vs. large carriers)
• Deep understanding of insurance industry compensation structures, including book-of-business dynamics and producer retention strategies
• Experience supporting multiple business units or clients with distinct cultures and needs

What Success Looks Like

In your first 90 days:

• You\'ve built relationships with your assigned Core Partners and understand their business, culture, and what makes someone successful in their environment
• You\'ve reviewed historical hiring and turnover data to identify patterns and anticipate upcoming needs
• You\'ve begun building pipelines for roles you know will open, not just filling current reqs

Within six months:

• Agency leaders see you as a strategic partner, someone who helps them think about talent, not just someone who fills positions
• You're delivering candidates who are right for the specific agency, not just qualified on paper
• You're providing market intelligence that influences how partners think about compensation, role design, and talent strategy

Within one year:

• Your partners\' quality of hire metrics are measurably better. Higher retention, faster time-to-productivity, stronger hiring manager satisfaction
• You\'ve helped shape the talent acquisition function's processes and playbooks based on what you've learned