Talent Partner

Bayview Asset Management; Dallas (TX); Remote; USD 80,000 - 95,000; Full time

Job summary

A leading financial services company seeks a Talent Partner to shape and execute its talent acquisition strategy. This remote role involves sourcing, assessing, and onboarding top talent while aligning hiring practices with growth goals. Candidates should have a background in talent acquisition with a minimum of 4 years' experience and strong interpersonal skills. The salary range is between $80,000 and $95,000, alongside potential bonuses.

Qualifications

• 4+ years of experience in talent acquisition, sourcing, or recruiting in high-volume environments.
• Prior experience in real estate, construction, or financial services is a plus.
• Proven ability to thrive in fast-paced, high-growth environments.

Responsibilities

• Define role requirements and develop recruiting strategies with managers.
• Manage the full recruitment lifecycle from job postings to reference checks.
• Act as a trusted advisor on workforce planning and talent availability.

Skills

Interpersonal skills

Communication skills

Organizational skills

Analytical skills

Education

Bachelor’s Degree in Human Resources, Business, or related field

Associate Degree

Tools

iCIMS

UltiPro

Job description

Overview

The Talent Partner plays a critical role in shaping and executing the organization’s talent acquisition strategy. This position is responsible for sourcing, attracting, assessing, and onboarding top talent while collaborating closely with senior leaders, hiring managers, and HR business partners. The Talent Partner acts as a strategic advisor, ensuring that hiring practices support the company’s growth goals, employer brand, and commitment to diversity, equity, and inclusion. This position is 100% remote. If you are in the Dallas, TX area the role will eventually be hybrid when we open an offer in the area in 2026. The salary range for this position is $80,000 to $95,000, plus the potential for a discretionary annual bonus.

Responsibilities

Talent Acquisition & Recruiting

• Partner with hiring managers and senior leadership to define role requirements and develop recruiting strategies that align with business objectives.
• Build and maintain high-quality candidate pipelines for critical and high-volume roles.
• Source candidates through diverse channels, including social media, professional networks, job boards, employee referrals, and community partnerships.
• Manage the full recruitment lifecycle, including job postings, resume screening, interviewing, and reference checks.
• Facilitate and negotiate the offer process, ensuring a positive candidate experience from application to hire.
• Promote the organization’s employer brand through proactive engagement on online and offline platforms.

Onboarding & Engagement

• Work with training team to manage pre-hire and post-hire onboarding processes, ensuring smooth transitions for new hires.
• Partner with leadership team to develop and facilitate onboarding and training schedules.
• Support new hire engagement through structured check-ins with managers and feedback loops at 30, 60, and 90 days.

Strategic Partnership

• Act as a trusted advisor to business leaders on workforce planning, talent availability, and market trends.
• Provide data-driven insights and recommendations on hiring practices and candidate engagement.
• Support diversity and inclusion initiatives by developing inclusive sourcing strategies.
• Continuously refine recruiting processes to improve efficiency, quality of hire, and candidate experience.

Technology & Process Excellence

• Utilize applicant tracking systems (e.g., iCIMS or similar) and recruitment platforms to manage candidate flow.
• Support the implementation and continuous improvement of talent acquisition tools and metrics.
• Monitor and report on recruiting KPIs to measure effectiveness and inform decision-making.

Qualifications

• Bachelor’s Degree in Human Resources, Business, or related field preferred (Associate Degree required).
• 4+ years of experience in talent acquisition, sourcing, or recruiting, preferably in high-volume or growth-oriented environments.
• Prior experience in real estate, construction, financial services, or related industries is a plus.
• Experience with ATS systems (iCIMS preferred) and HRIS platforms (e.g., UltiPro) strongly desired.
• Strong interpersonal skills with the ability to build relationships and influence at all organizational levels.
• Strong verbal and written communication skills.
• Proven ability to thrive in fast-paced, high-growth, and evolving environments.
• Exceptional organizational and time-management abilities with the capacity to manage multiple requisitions and priorities simultaneously.
• Analytical and problem-solving skills, with sound judgment for escalation when appropriate.
• Working knowledge of employment laws, interview techniques, and applicant screening methods.

Certifications, Licenses, and/or Registration

• SHRM-CP/SCP or PHR/SPHR preferred.

Physical Demands and Work Environment

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit and use hands to handle, touch, or feel objects, tools, or controls. The employee is frequently required to talk and hear. The noise level in the work environment is usually moderate. The employee is occasionally required to stand, walk, and reach with hands and arms. The employee is rarely required to stoop, kneel, crouch, or crawl. The employee must regularly lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, color vision, and the ability to adjust focus.

EEOC

Cedar Brook Properties is an Equal Employment Opportunity employer. All aspects of consideration for employment and employment with the Company are governed on the basis of merit, competence, and qualifications without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, or any other category protected by federal, state, or local law.