Talent Acquisition Partner

Talent Acquisition Partner

Position Summary

The Talent Acquisition Partner will execute our talent attraction strategy ensuring workforce diversity, integrated talent management, talent pipelining, and critical needs are prioritized and aligned. This will be done by identifying and attracting qualified candidates to Lubrizol’s available opportunities while adhering to our process, utilizing recruiting resources, and providing excellent customer and candidate experiences. The individual will manage the full cycle recruitment process for positions where internal candidates have not been identified. To be successful in this role, the Talent Acquisition Partner will need to be able to understand the roles by asking insightful questions and ensuring clarity in a team's recruiting needs, provide proactive updates to hiring teams, and facilitate the process as it is designed.

Essential Responsibilities

GPO :

• Responsible for Process Governance
• Monitor process performance using KPIs and analytics.
• Identify gaps and implement best practices to enhance efficiency and candidate experience
• Act as the primary point of contact for process-related queries and escalations and manage stakeholders
• Lead global rollouts of new processes and tools

Campus Hiring:

• Develop and implement campus recruitment strategies to attract high-potential graduates and interns.
• Build strong relationships with universities, career centers, and student organizations.
• Organize and participate in campus events, career fairs, and engagement activities.
• Manage end-to-end campus hiring process including sourcing, screening, interviewing, and onboarding.
• Track and analyze campus hiring metrics to ensure program effectiveness.

Senior Leadership Hiring:

• Partner with business leaders to understand leadership talent needs and define role requirements.
• Drive executive search strategies, leveraging internal networks and external partnerships.
• Manage confidential and complex hiring processes with discretion and professionalism.
• Conduct market mapping and talent intelligence for leadership roles.
• Ensure a positive candidate experience throughout the process.

Data Analytics:

• To collect, analyze, and interpret recruitment metrics such as time-to-hire, cost-per-hire, sourcing effectiveness, and candidate quality.
• To build dashboards and reports to track trends, identify bottlenecks, and forecast hiring needs

General:

• Collaborate with HR and business stakeholders to forecast talent needs and build pipelines.
• Maintain compliance with hiring policies and diversity objectives.
• Utilize data-driven insights to improve recruitment strategies and decision-making.

  Qualifications & Experience

• Graduate in any stream. Preferred MBA
• Total experience of 12 to 15 years of which minimum 10 years as managing end to end cycle of recruitment.
• Experience and knowledge of recruiting best practices and procedures
• Successful sourcing, recruitment, and selection of candidates through an agency model preferred
• Experience utilizing sourcing and recruitment tools such as LinkedIn, ATS, job boards, text to recruit, video interviewing, etc.
• Experience meeting KPI’s to meet recruitment objectives
• Experience of working in talent acquisition within a global corporate environment preferred
• Ability to influence, consult, and network across a range of internal and external stakeholders
• Ability to work with and analyze data to present business cases to HR and business partners to help inform decision making
• Ability to be resourceful and innovative in approach to finding talent with limited day to day direction
• Ability to work through change and ambiguity