Senior Talent Acquisition Partner (Remote)

As Group 1 continues to evolve and strengthen our Talent Acquisition Department we are introducing the Senior Talent Acquisition Partner role to support our most critical and complex hiring needs. This role is designed to elevate our recruiting strategy drive consistency across markets and provide additional leadership within a newly developed TA team.

The Senior Talent Acquisition Partneris the most advanced recruiting role on the Talent Acquisition team and serves as a strategic advisor execution lead and pipeline architect for high impact hiring needs across the organization. This role designs and leads complex full-cycle searches for Service Technicians Corporate functions Business Service Center roles and specialty positions delivering a white-glove hiring experience at every step.

This position functions as a Team Leadby providing daily guidance mentorship and process alignment for Talent Acquisition Partners. The Senior TA Partner helps drive organizational change as we transition to a market-embedded strategic and data-driven talent model. This includes building external talent pipelines influencing hiring leaders through new expectations and elevating hiring outcomes across markets.

• Lead full-cycle recruitment for Service Technicians niche and business-critical roles across assigned region comprised of 50-70 stores
• Create and execute high-volume sourcing strategies that are scalable
• Partner with HRBPs and business leadership on workforce planning demand forecasting and upcoming pipeline needs. Serve as the strategic advisor for talent trends market data and hiring best practices
• Act as the primary support and escalation point for Talent Acquisition Partners and Coordinators. Coach the team through intake quality structured interviews sourcing strategy time management and process adoption
• Model leadership presence: give direction with diplomacy respectfully and influence as a player-coach
• Build sustainable ongoing pipelines for Service Technicians through: trade and technical school partnerships workforce centers veteran transition programs community hiring channels job fairs and talent networks. Create scalable recruiting events programs and pipelines
• Drive adoption of modern TA processes with tact respect and emotional intelligence. Address objections with data labor insights and strategic recommendations. Consult leaders with varying readiness levels toward GP1 standards. Maintain strong relationships while setting expectations to safeguard candidate experience
• Regularly analyze funnel metrics aging roles pipeline health and conversion gaps. Present data-backed recommendations to leaders to drive performance improvements