Senior Talent Acquisition Partner

Overview

This role defines what great looks like in talent acquisition at Reynolds at the individual contributor level, setting the standard for how we advise, influence, and deliver exceptional hiring outcomes.

 

The Senior Talent Acquisition Partner is a strategic talent advisor who leads complex, high-impact hiring across the organization. Operating in close partnership with senior leaders, hiring managers, and HR, this role translates business priorities into disciplined, thoughtful hiring strategies that enable organizational growth.

 

Beyond managing requisitions, this role shapes hiring decisions, elevates hiring manager capability, and brings clarity to complex searches. With a strong command of talent market intelligence, sourcing strategy, and structured selection practices, the Senior TA Partner ensures that hiring is both competitive in the market and rigorous in execution.

 

This role demonstrates how we show up “shiny and strong”—polished in how we engage with candidates and stakeholders, and disciplined in how we execute hiring processes, apply data, and ensure consistency in decision-making.

 

As a trusted advisor, the Senior Talent Acquisition Partner influences without authority, brings perspective to ambiguous hiring needs, and helps the organization make better, faster, and more confident talent decisions. They also contribute to building overall TA capability by mentoring peers, strengthening hiring practices, and advancing the function through continuous improvement.

Responsibilities

1. Strategic Talent Partnership

• Partner with senior leaders, hiring managers, and HR Business Partners to understand business priorities and translate them into effective hiring strategies.
• Lead intake discussions that clarify role objectives, success profiles, and candidate market dynamics.
• Provide consultative guidance to hiring leaders on effective hiring practices, candidate assessment, and interview strategy.
• Serve as a trusted advisor to stakeholders throughout the hiring lifecycle, ensuring alignment between business needs and talent outcomes.

2. Talent Market Intelligence

• Provide hiring leaders with labor market insights including talent availability, competitive hiring practices, geographic talent trends, and compensation expectations.
• Use talent market data and recruiting analytics to guide sourcing strategies and inform hiring decisions.
• Identify trends that may impact the organization’s ability to attract or retain key talent and recommend strategic adjustments when necessary.

3. Talent Attraction and Sourcing Strategy

• Design and execute proactive sourcing strategies to build diverse, high-quality candidate pipelines.
• Leverage a mix of innovative and traditional channels including networking, social platforms, talent communities, referral strategies, targeted recruitment marketing, and industry engagement.
• Develop compelling job advertisements and outreach messaging that effectively attract top talent.

4. Candidate Assessment and Selection

• Conduct meaningful candidate evaluations to assess capability, motivations, and alignment with role requirements and organizational culture.
• Guide hiring teams through structured, competency-based interviewing practices to ensure consistent and objective hiring decisions.
• Provide thoughtful candidate insights and recommendations to hiring teams.

5. Candidate and Hiring Manager Experience

• Ensure an exceptional candidate and hiring manager experience through clear communication, proactive engagement, and transparent processes.
• Maintain strong feedback loops with hiring teams to sustain momentum and recalibrate hiring strategies when needed.

6. Offer Strategy and Candidate Closing

• Partner with HR and Compensation teams to develop competitive and equitable offer packages aligned with internal equity and market benchmarks.
• Demonstrate fluency across multiple compensation structures including hourly, salaried, bonus, and incentive-based compensation models.
• Effectively communicate total rewards packages to candidates, including base salary, incentive opportunities, and benefits.
• Manage candidate expectations and negotiate offers to achieve successful hiring outcomes while maintaining positive candidate relationships.

7. Diversity, Compliance, and Hiring Discipline

• Promote equitable hiring practices by applying a diversity and inclusion lens across the end-to-end recruiting process.
• Ensure adherence to regulatory requirements including EEO, OFCCP