Talent Acquisition Partner

Position Overview The Talent Acquisition Partner (TAP) is responsible for supporting the continued growth and expansion of HomeServe USA’s operations across the country. Reporting to the Director of Talent Acquisition, primary responsibilities include full life cycle recruitment for Energy Services Roles. The TAP will actively partner with Executives, SME’s and Hiring Managers to develop and execute successful talent acquisition strategies. The TAP will strive to bring HomeServe USA into the forefront as a leading brand through the engagement, management and acquisition of best-in-class diverse talent across the enterprise. This is a role for a recruiter that approaches searches through structured processes and is metrics minded. They will have the opportunity to fully own recruiting for a critical segment of HomeServe USA. This is a fully remote role; however, candidates must reside within approximately one hour of a HomeServe depot location, including but not limited to Long Island, NY, New York City, NY, and Manheim, PA. Responsibilities Source, attract, recruit and onboard top talent supporting multiple divisions of the business Manage the full life cycle recruitment process. Partner with Executives, SMEs, Hiring Managers and Talent Acquisition Director to develop, own and execute creative sourcing strategies for critical roles across the business. Minimal travel (estimated 5–10% or less), with occasional visits to HomeServe depot locations across various sites, including but not limited to Long Island, NY, New York City, NY, and Manheim, PA. Develop diverse talent pipelines for hiring needs through web sourcing, social media, networking, candidate referrals and other ways. Maintain candidate databases (e.g. UltiPro Recruit, LinkedIn, Indeed). Leverage existing knowledge of the local/national talent market to build competitive intelligence and a database of target companies. Cultivate relationships with key candidates and diverse talent pools, according to long-term initiatives and direction of the organization; turn applicants from non-active to active. Integrate inclusion and equity into all sourcing initiatives. Consult Hiring Managers on best hiring practices and decisions. Work with Hiring Managers to develop Behavioral Based interview tools based on Knowledge, Skills and Abilities of specific roles. Assist in writing job descriptions that accurately reflect the position in partnership with People Business Partners and Hiring Managers. Manage candidate experience to ensure positive candidate outcomes. Suggest and initiate innovative ways to build a positive employer brand. Assist with project work as needed across the Talent Acquisition team. Essential Functions Essential Job Function % of Time on Function Managing full-cycle recruitment process 35% Building strong relationships with stakeholders 25% Develop innovative sourcing strategies 25% Data analysis and reporting 15% Total 100% Job Requirements Bachelor’s Degree preferred 5+ years’ experience in full life cycle recruitment of skilled trade or corporate roles required Ability to attract, engage, assess and onboard best-in-class talent in a highly competitive environment Exceptional candidate management and negotiation skills Experience working on multiple job requisitions simultaneously across multiple departments/locations Excellent networking skills Strong knowledge of sourcing / recruiting through social media, CRM systems, Google / Boolean search operators and job boards Experience working with talent management / applicant tracking systems, UltiPro Recruiting experience preferred Proficiency working with Microsoft Office tools Salary Range (Norwalk, CT): $91,955.16 to $122,606.89 Salary Range (National): $86,141.14 to $114,854.85 Annual Bonus Potential: 10% The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions, including but not limited to seniority, merit, geographic location where the work is performed, education, experience, travel requirements for the job, and/or other business and organizational needs. #HUSA Minimum Physical Requirements The physical demands described represent those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions of the position for which they work. While pe