Talent Acquisition Partner

Aston Carter; United States; Hybrid; USD 115,000 - 130,000; Full time

Job summary

Aston Carter is seeking a Talent Acquisition Business Partner in a hybrid role based in Norwood, MA. The position focuses on full-cycle recruiting while contributing to broader talent initiatives and workforce planning.

You will partner with HR leadership and hiring managers, manage a substantial requisition load, and help shape candidate experience and onboarding. The role blends hands-on sourcing with strategic projects, offering a collaborative environment in a long-tenured HR team and

Qualifications

• Must have 5+ years in corporate recruiting or HR generalist roles with recruiting responsibilities.
• Proven in-house recruiting experience and full-cycle recruiting expertise.
• Strong collaboration with hiring managers and HR leadership.

Responsibilities

• Manage full-cycle recruiting for diverse roles across the US.
• Lead intake meetings with hiring managers to clarify requirements and timelines.
• Develop sourcing strategies to attract qualified candidates.
• Assess candidates through screening and interviews, ensuring fit.
• Lead offer negotiations and communicate market insights.
• Partner with HR and business leaders on workforce planning.
• Manage ~25 active requisitions and maintain stakeholder communication.
• Support onboarding improvements and participate in talent reviews.

Skills

Full-cycle recruiting

Stakeholder management

Strategic workforce planning

Offer negotiations

Sourcing strategies

HR partnership

Talent pipeline development

Job description

Job Title: Talent Acquisition Business Partner

Job Description

This Talent Acquisition Business Partner role sits within an established, collaborative HR team and focuses primarily on full-cycle recruiting while contributing to broader talent and HR initiatives. The position blends hands‑on recruiting across a wide range of roles with strategic workforce planning, talent programs, and process improvement, offering the opportunity to become a trusted partner to HR leadership and hiring managers.

Responsibilities

• Manage full-cycle recruiting for a diverse portfolio of positions, including field service technicians across the U.S., assemblers and manufacturing personnel, technical and engineering roles, marketing positions up to manager level, and other professional and corporate functions.
• Conduct thorough intake meetings with hiring managers to clarify role requirements, success profiles, and hiring timelines.
• Develop and execute effective sourcing strategies to attract qualified candidates for technical, manufacturing, and corporate positions.
• Assess candidates through resume review, screening, and interviews, ensuring strong alignment with role requirements and organizational culture.
• Lead offer negotiations, partnering with hiring managers and HR to structure competitive and balanced offers.
• Build and maintain strong partnerships with hiring managers, providing guidance on recruitment best practices, market insights, and candidate experience.
• Collaborate with HR leadership and business leaders on workforce planning discussions to align recruiting efforts with organizational needs.
• Manage an active requisition load that may reach approximately 25 open positions at a time, prioritizing effectively and maintaining timely communication with stakeholders.
• Participate in talent reviews, employee assessments, and succession planning discussions to support long‑term talent strategy.
• Contribute to workforce planning initiatives and employee development programs in partnership with HR colleagues.
• Support the revamp and continuous improvement of the onboarding process to enhance new hire integration and engagement.
• Engage in other talent‑focused HR projects that strengthen the overall employee lifecycle and HR programs.
• Represent the organization at career fairs, university recruiting events, and networking events, as needed, to build talent pipelines.
• Identify gaps and opportunities in recruitment and HR processes, proactively bring forward ideas, and help implement improvements.
• Collaborate closely with a long‑tenured HR team, demonstrating a team‑first mindset and becoming a trusted partner to both HR and hiring managers.

Essential Skills

• Approximately 5+ years of experience in a corporate recruiting, talent acquisition specialist/partner, or HR generalist role with substantial recruiting responsibilities, or 8–10+ years of experience in a senior recruiter, talent acquisition business partner, senior TA partner, or HR business partner role with meaningful recruiting ownership.
• Proven in‑house recruiting experience, preferably within an internal corporate or HR environment rather than agency‑only background.
• Demonstrated full‑cycle recruiting expertise, including intake, sourcing, assessment, selection, and offer management.
• Strong experience partnering directly with hiring managers to define needs, manage expectations, and drive effective hiring decisions.
• Experience working closely with HR leadership and contributing to broader HR and talent initiatives.
• Exposure to HR activities such as talent reviews, employee assessments, succession planning, workforce planning, and employee development programs.
• Hands‑on involvement in onboarding processes, with the ability to help improve and streamline new hire integration.
• Recruiting and talent acquisition skills covering a range of roles, including technical, manufacturing, and corporate positions.
• Human resources experience sufficient to engage confidently in HR‑related projects and discussions.
• Demonstrated ability to manage a high volume of requisitions (around 25 active openings) while maintaining quality and responsiveness.
• Strong stakeholder management skills, with the ability to build trust and credibility with HR colleagues and business leaders.
• A process improvement mindset, consistently looking for ways to enhance recruitment workflows and HR programs.
• Initiative‑taking approach, with comfort stepping up, identifying gaps, and proposing solutions.
• Collaborative working style with a low ego, team‑first mentality, and ability to thrive in a stable, long‑tenured HR team environment.

Additional Skills & Qualifications

• Experience recruiting within manufacturing environments is a strong plus.
• Industrial recruiting experience, particularly for production, assembly, or field service roles, is beneficial.
• Exposure to medical device recruiting or similar regulated technical industries is advantageous.
• Technical recruiting experience for engineering and specialized technical roles is highly valued.
• National recruiting experience, managing roles across multiple locations in the U.S., is a plus but not required.
• background in manufacturing is helpful but not mandatory.
• Ability to identify process gaps and opportunities, and to contribute ideas that improve recruiting and HR practices.
• Comfort representing the organization at career fairs, university recruiting events, and professional networking functions.
• Strong communication skills, with the ability to influence and partner effectively across different levels of the organization.
• High level of professionalism, integrity, and commitment to an inclusive and equitable hiring process.

Work Environment

This role is based primarily onsite, with a typical schedule of four days in the office and one day remote each week, offering a balance of in‑person collaboration and focused remote work. The HR team includes coordinators and business partners who have been with the organization for many years, creating a stable, supportive, and highly collaborative environment. Travel requirements are minimal and generally limited to career fairs, university recruiting events, and occasional networking activities, with no significant overnight or regional travel expected. The culture emphasizes initiative, low ego, and a team‑first mentality, encouraging you to bring ideas forward, improve processes, and build trusted partnerships with HR leadership and hiring managers.

Job Type & Location

This is a Permanent position based out of Norwood, MA.

Pay and Benefits

The pay range for this position is $115000.00 - $130000.00/yr.

Individual compensation offered for this position within this range will depend on many factors, including qualifications, skills, relevant experience, job knowledge, geographic location, internal equity, and other pertinent job‑related factors.

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Workplace Type

This is a hybrid position in Norwood,MA.

Application Deadline

This position is anticipated to close on Oct 1, 2026.

About Aston Carter

Aston Carter provides world‑class corporate talent solutions to thousands of clients across the globe. Specialized in accounting, finance, human resources, talent acquisition, procurement, supply chain and select administrative professions, we extend the capabilities of industry‑leading companies. We draw on our deep recruiting expertise and expansive network to meet the evolving needs of our clients and talent community with agility and excellence. With offices across the U.S., Canada, Asia Pacific and Europe, Aston Carter serves many of the Fortune 500. We are proud to be a ClearlyRated Best of Staffing® Platinum Award winner for both client and talent service.

The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.

If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email [e-mail] for other accommodation options.

San Francisco Fair Chance Ordinance: Pursuant to the San Francisco Fair Chance Ordinance, for all positions located in the city and county of San Francisco, we will consider for employment qualified applicants with arrest and conviction records.

Massachusetts Lie Detector: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Use of Artificial Intelligence (AI): We may use Artificial Intelligence (AI) to support parts of our hiring process, including sourcing, screening, and evaluating candidates. AI helps assess applications and qualifications, but final decisions are made by our hiring team. By applying, you acknowledge and agree that your application may be reviewed using AI tools.