Senior Talent Acquisition Partner

If you’re passionate about building a better future for individuals, communities, and our country—and you’re committed to working hard to play your part in building that future—consider WGU as the next step in your career.

Driven by a mission to expand access to higher education through online, competency-based degree programs, WGU is also committed to being a great place to work for a diverse workforce of student-focused professionals. The university has pioneered a new way to learn in the 21st century, one that has received praise from academic, industry, government, and media leaders. Whatever your role, working for WGU gives you a part to play in helping students graduate, creating a better tomorrow for themselves and their families.

The salary range for this position takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs.

At WGU, it is not typical for an individual to be hired at or near the top of the range for their position, and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is:
 

Pay Range: $73,000.00 - $109,400.00

Job Description

Job Profile Summary:

The Senior Talent Acquisition Partner plays a key role in driving talent acquisition initiatives across various parts of the organization. Beyond just screening candidates, they lead end-to-end recruitment processes, collaborating closely with hiring leaders to refine strategies. Their expertise extends to managing complex recruitment projects, sourcing for specialized roles, influencing organizational goals, and ensuring a smooth and positive experience for both candidates and hiring teams. Their active contribution enhances the overall success of Talent Acquisition at WGU, utilizing industry trends and innovative practices.

Essential Functions and Responsibilities:

• Execute end-to-end recruitment processes across diverse functions and levels, including high-level leadership roles.
• Cultivate impactful relationships, exert influence, provide guidance, and seamlessly communicate across all organizational levels. Collaborate with People & Talent and hiring leaders to comprehend and prioritize business objectives.
• Conduct consultative intake meetings, ensuring proactive communication with timely status updates. Assess challenges and drive solution-oriented results.
• Efficiently leverage internal talent to meet staffing requirements.
• Utilize external market data, engage with vendors, leverage diverse sourcing channels, and embrace technology to build and sustain external talent pipelines.
• Identify opportunities for refining recruitment processes and optimizing the use of sourcing tools.
• Thrive in a performance-driven environment, where success is measured by the quality and quantity of hires, candidate and manager experience, time to fill, requisition management, and requisition loads.

Knowledge, Skill and Abilities:

• In-depth knowledge of employment laws related to recruitment activities.
• Advanced understanding of industry trends and best practices in talent acquisition.
• Proven ability to lead and develop effective recruiting strategies.
• Expertise in delivering full life-cycle recruitment, including high-level leadership roles.
• Demonstrated ability to provide strategic guidance, support, and influence to deliver on talent needs.
• Proven ability to identify opportunities for process improvement and innovative sourcing approaches.
• Strong analytical skills and familiarity with key metrics predicting staffing needs.
• Effective leadership skills to mentor and guide junior recruiters.

Competencies: 

Organizational Impact:

• Works to achieve operational targets with significant to major impact on department, Function, or Office results. May be responsible for managing large projects or processes within the department, function, or office.​
• Performs work as directed with limited oversight.

Problem Solving & Decision Making:

• Responsible for leveraging a systems-thinking approach, making moderate to significant improvements of processes, systems, and plans within the department, Function, or Office.​
• Problems and issues faced are numerous and challenging, will require detailed information gathering and analysis. Problems typically affect multiple areas or specialties.