Talent Acquisition Business Partner (TABP)

Description

The Talent Acquisition Business Partner (TABP) is a strategic and hands-on role that drives the full-cycle talent acquisition function across the organization. Reporting to the Director of Human Resources, this individual will lead and develop recruitment strategies to attract, engage, and hire high-impact talent. The TABP will oversee one Talent Acquisition Operations Specialist and collaborate closely with business leaders and HR partners to ensure hiring efforts align with business priorities.

This role is ideal for a seasoned TA leader who thrives in dynamic environments, brings a thoughtful approach to recruiting strategy, and knows how to operationalize and scale best practices.

We Are Valiant

With over 37 years of experience, Valiant Residential is a Top 50 nationally ranked, next-generation property management leader, uniquely attuned to the needs of property owners and residents. We are driven by a Valiant Spirit—bold, innovative, and committed to excellence—fostering prosperous partnerships and long-term success. Our team thrives on collaboration, integrity, and strategic thinking, making a meaningful impact in the industry.

Why Work at Valiant?

At Valiant Residential, we don’t just offer jobs—we build careers. Consistently ranked as a "Top Place to Work," we are a leader in the property management industry, driven by bold, innovative professionals who make an impact.

We believe in rewarding great work with competitive total compensation and time off with comprehensive benefits, including free health insurance options and 401(k) matching. Growth isn’t just encouraged—it’s expected. With career development opportunities, a collaborative culture, and a commitment to innovation, we empower our employees to thrive.

What You’ll Be Doing

Talent Strategy & Delivery

• Design, implement, and evolve recruitment strategies that attract high-quality candidates for both corporate and onsite multifamily roles.
• Lead high-volume, full-cycle recruitment for non-exempt site-level roles (e.g., leasing, maintenance, porter), with a focus on time-to-fill and quality of hire.
• Serve as a strategic advisor to leadership on workforce trends, hiring plans, and market competitiveness.

Team Leadership

• Manage and mentor a TA Operations Specialist, ensuring smooth scheduling, process flow, and candidate experience.
• Set performance goals, review key recruiting metrics, and optimize day-to-day operations.

Process & Program Development

• Build and refine processes around sourcing, screening, interviewing, offer management, and onboarding.
• Drive recruitment marketing, social media outreach, and employer branding initiatives.

Stakeholder Engagement

• Partner with HR and business leaders to forecast staffing needs and ensure alignment on role scoping and candidate profiles.
• Educate hiring managers on best practices, interviewing techniques, and inclusive hiring.

Compliance & Data

• Ensure adherence to all legal and compliance requirements in hiring.
• Use data and reporting to evaluate and continuously improve recruiting outcomes.

Requirements

• Minimum of 7 years of progressive experience in Talent Acquisition, including at least 2 years in a TA Manager or Talent Acquisition Business Partner role.
• Bachelor’s degree in Human Resources, Business Administration, or related field preferred.
• Demonstrated experience recruiting high-volume non-exempt roles, preferably in third-party multifamily property management.
• Proven ability to develop and execute strategic TA initiatives, with strong operational discipline.
• Experience managing or mentoring TA staff.
• HR or Talent Acquisition certifications (e.g., SHRM-CP, PHR, AIRS) strongly preferred. 
• Intermediate proficiency in Microsoft Office Suite or similar programs.

 Knowledge, Skills & Abilities

• Deep understanding of talent acquisition best practices, recruitment lifecycle, and sourcing strategies.
• Proven ability to manage competing priorities with a high degree of professionalism, discretion, and sound judgment.
• Exceptional attention to detail and organizational skills, with the ability to manage multiple searches, stakeholders, and systems with precision.
• Strong business acumen and consultative approach to aligning recruitment s