Senior Talent Advisor

Job Description

At Blue Cross NC, we’re making health care better for all – by listening deeply, challenging what’s possible, and putting care at the heart of everything we do. Join a purpose driven team where ideas spark change, growth is encouraged, collaboration fuels impact, and you’re supported with flexibility and trust to do meaningful work. 

The Senior Talent Advisor serves as a strategic partner to business leaders, responsible for driving end-to-end talent acquisition strategies that align with organizational priorities. This role goes beyond transactional recruiting focusing on talent scouting, strategic sourcing, market intelligence, and proactive talent engagement to ensure the organization attracts and hires high-impact, future ready talent. Each member of our collaborative team is committed to elevating team capability to operate as a forward-looking Talent Acquisition COE. Are you ready for the challenge?

**Please note that we are only considering candidates within 60 miles of our Durham, NC campus for this opportunity**

What You’ll Do

• Strategic Sourcing: Modernize recruiting tech & sourcing in Workday by advancing approved capabilities through Candidate Engagement and LinkedIn Recruiter as well as other tools.

  • Strengthen proactive workforce and talent planning by partnering with HR partners and business leaders to anticipate skills needs and build pipelines ahead of demand

  • Leverage Workday and recruiting technologies effectively, maintaining accurate data, enabling reporting, and using insights to continuously improve recruiting effectiveness and efficiency.

  • Demonstrate strategic sourcing by providing leaders with top talent and high potential referral candidates, consistently and persistently, independent of a specific open role

  • Represent the company brand – as well as your own as a trusted expert, with intention using digital and in-person events, tools, and interactions

  • Proactively identify and engage top talent, building and maintaining robust pipelines and networks to reduce time-to-fill and improve quality-of-hire for critical roles.

• Experience: Elevate candidate and hiring manager experience using AI tools to streamline processes, fine-tune interview questions, and summarize candidate feedback documentation

  • Use of CoPilot and AI tools within LinkedIn Recruiter (AI searches, InMail, etc.) and emerging technologies

  • Serve as a trusted, consultative advisor to hiring leaders, influencing role design, skills requirements, hiring strategies, and decision-making to ensure alignment with business outcomes and future capability needs.

  • Own end-to-end hiring outcomes, balancing speed, quality, fairness, and experience while delivering a seamless, high-touch candidate and hiring leader experience across the full recruitment lifecycle.

  • Use data and insights to guide hiring decisions, including candidate assessment, compensation alignment, and pipeline health—proactively identifying risks, challenging assumptions and recommending solutions.

  • Continuously elevate the hiring leader capability, coaching leaders on best practices in interviewing, selection, workforce planning to improve long-term talent outcomes.

• Recruitment Strategy & Delivery: Deliver critical hiring aligned to enterprise priorities with specific attention to our Talent Strategy

  •  Translate workforce strategy into actionable hiring plans by leveraging labor market intelligence, internal data, and business priorities to proactively shape talent needs—not just react to them.

  • Lead and contribute to Talent Acquisition initiatives, driving process improvements, innovation, and standardization to enhance team performance and scalability.

  • Ensure compliance and mitigate risk by adhering to EEO, OFCCP, and employment regulations while educating leaders on equitable and compliant hiring practices.

What You Bring

• Bachelor’s degree

• Five years of Human Resources experience, including a solid recruiting background in a corporate environment.

• If no degree, seven years of Human Resources experience, including a solid recruiting background in a corporate environment.

• Proven experience consulting with senior management staff regarding recruiting needs and strategies.

• Expertise with EEO laws, OFCCP regulations and