Talent Acquisition Business Partner

Job Title: Talent Acquisition Business Partner 
Reports to: Director of Talent Acquisition  
Job Location: Hybrid in Melville NY 
Salary Range: 75-110k (base + Commission) 
FLSA Status: Exempt 

Company Overview: 

AIR Control Concepts is more than just a collection of firms, we are a community of forward-thinking experts committed to excellence, innovation, and collaboration. With a focus on commercial HVAC representation, we bring together esteemed entities from diverse regions, each boasting decades of invaluable experience.    
We understand that success in the HVAC industry goes beyond individual accomplishments. That's why we believe in the power of unity and collaboration. By leveraging our collective assets, knowledge, and resources, we empower our member firms to deliver unparalleled service, safety, and efficiency to clients across healthcare, commercial, and residential sectors.   

Check out our website here: AIR Control Concepts  

About the Role: 

The Talent Acquisition Business Partner manages the full recruitment lifecycle while providing market intelligence, workforce insights, and consultative guidance to business leaders across the Northeast Region. This role will recruit for a broad range of positions including specialized HVAC Sales Engineers, Senior Sales Engineers, Commercial HVAC Service Technicians, Controls Technicians, Applications Engineers, Project Managers, Service Coordinators, Parts and Inside Sales professionals, Warehouse and Inventory personnel, Administrative support roles, and regional leadership positions. The ideal candidate possesses a strong understanding of the HVAC, building automation, service, applied equipment, controls, and mechanical services industries and can effectively identify and attract both active and passive talent within these highly competitive markets.


Key Responsibilities: 
Full-Cycle Recruiting  

• Manage the complete recruiting process from requisition launch to offer acceptance. 

• Conduct intake calls with hiring managers to gather role requirements, define qualifications, set expectations, and establish a hiring strategy. 

• Draft, post, and maintain accurate job descriptions and job ads across job boards and the ATS. 

• Screen and qualify candidates through resume review, phone screens, behavioral assessments, and skill evaluations. 

• Present qualified candidates to hiring managers with detailed summaries and recommendations. 

• Schedule interviews, facilitate debriefs, and guide hiring teams through selection decisions. 

• Partner with HR to ensure smooth offer, pre-employment, and onboarding processes. 

• Utilize job boards including Indeed, ZipRecruiter, RecruitMilitary, LinkedIn and Handshake to proactively source talent. 

• Build and maintain pipelines for high-volume and hard-to-fill roles. 

• Leverage Boolean search, resume databases, social channels, and industry-specific platforms to identify passive candidates. 

• Conduct outreach campaigns to engage qualified talent and promote employer brand visibility. 

• Track, evaluate, and report on sourcing effectiveness and pipeline health. 

• Develop strong, consultative relationships with hiring managers across multiple departments and locations. 

• Provide insights on market trends, candidate availability, and competitive landscape. 

• Advise hiring managers on sourcing strategies, interview best practices, and selection