Talent Acquisition Partner

Simpson Strong-Tie Company; Columbus (OH); On-site; USD 70,000 - 120,000; Full time

Job summary

Simpson Strong-Tie Company is seeking a Talent Acquisition Business Partner to lead full-cycle recruiting and act as a trusted advisor to hiring managers across assigned Ohio locations. You will translate business needs into practical recruiting strategies, build strong candidate pipelines, and guide equitable selection practices to hire the right talent at the right time.

You will recruit across a diverse set of roles, from hourly production to leadership positions, using market insights and

Responsibilities

• Lead full-cycle recruiting for hourly production, warehouse, distribution, skilled-trades, professional, leadership, senior-level and hard-to-fill roles across assigned Ohio locations.
• Own each search from intake through accepted offer, including strategy, sourcing, screening, interview planning, candidate communication and offer partnership.
• Develop and execute role-specific sourcing strategies using direct outreach, passive talent sourcing, LinkedIn Recruiter, Indeed, referrals, schools, community partnerships and other channels.
• Advise hiring managers using market insights and data to influence hiring decisions and improve time-to-fill.
• Guide structured, equitable interviewing and selection practices and maintain timely, transparent candidate communication.

Job description

MAKE AN IMPACT IN THIS ROLE

As a Talent Acquisition Business Partner, you will lead full-cycle recruiting and serve as a trusted advisor to hiring managers across your assigned locations. You will translate business and hiring needs into practical recruiting strategies, build strong candidate pipelines, and guide consistent, equitable selection practices to help the organization hire the right talent at the right time.

You will recruit across a diverse portfolio of roles, from high-volume hourly and skilled positions to professional, leadership, senior-level, and hard-to-fill talent. Using market insights, recruiting data, technology, and strong stakeholder partnerships, you will help improve hiring outcomes and create a positive experience for candidates and hiring teams. While primarily supporting an assigned region, you will also partner with Talent Acquisition, Human Resources, and business leaders across North America as business needs require.

WHAT YOU'LL DO (% OF TIME)

• 70% | Full-Cycle Recruiting & Hiring Partnership
  • Lead full-cycle recruiting for hourly production, warehouse, distribution, skilled-trades, professional, technical, leadership, senior-level, and difficult-to-fill positions across assigned Ohio locations.
  • Own each search from intake through accepted offer, including recruiting strategy, sourcing, screening, assessment, interview planning, candidate communication, selection support, and offer partnership.
  • Conduct comprehensive intake discussions to clarify the business need, required and preferred qualifications, success profile, target talent, market considerations, interview approach, and hiring timeline.
  • Develop and execute role-specific sourcing strategies using direct outreach, passive talent sourcing, LinkedIn Recruiter, Indeed, referrals, professional networks, schools, community partnerships, hiring events, talent pipelines, and other relevant channels.
  • Use recruiting expertise, market conditions, pipeline data, and candidate feedback to advise and influence hiring managers throughout the search.
  • Appropriately challenge unclear requirements, assumptions, timelines, selection criteria, compensation alignment, or process steps that may unnecessarily limit the talent pool or delay hiring outcomes.
  • Assess candidates consistently against documented required and preferred qualifications, relevant accomplishments, and the capabilities needed for success in the role.
  • Present qualified candidates with clear, objective recommendations and facilitate productive slate-review and debrief discussions.
  • Guide hiring managers in structured, behavior-based, consistent, and equitable interviewing and selection practices.
  • Maintain timely, transparent communication with candidates and hiring teams while providing a professional and inclusive candidate experience.
  • Manage multiple concurrent searches, set clear expectations, identify risks early, and adjust recruiting strategies when results or market conditions indicate a different approach is needed.
  • Partner with hiring managers and HR partners throughout the recruiting process to drive timely decisions, coach on recruiting and selection best practices, and balance hiring urgency, candidate quality, candidate experience, and business needs.
• 20% | Talent Pipelining & Market Insights
  • Partner with hiring managers and HR partners to understand upcoming hiring needs and roles that may be opening so recruiting can prepare before a requisition becomes urgent.
  • Research the talent market to understand candidate availability, where qualified talent can be found, local competition, pay expectations, and potential challenges in filling roles.
  • Build and maintain candidate pipelines for anticipated, recurring, difficult-to-fill, and business-critical positions.
  • Identify the most effective sourcing approaches, channels, professional networks, schools, community organizations, and workforce partners for different roles and candidate populations.
  • Use market insights, sourcing results, and candidate feedback to recommend adjustments to role requirements, sourcing strategies, compensation considerations, or timelines when the current approach is not producing the right talent.
• 10% | Technology, Process Improvement & Compliance
  • Use Workday Recruiting and available talent technology, including HiredScore, Paradox, LinkedIn Recruiter, and Indeed, to manage workflo