This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Talent Acquisition Business Partner 2/3 based in the United States.

As a Talent Acquisition Business Partner, you will play a strategic role in shaping and delivering talent strategies across a complex, high-impact organization. You will partner closely with hiring managers and HR leaders to understand workforce needs and build effective recruitment strategies. The role combines full-cycle recruiting, proactive talent sourcing, market intelligence, and stakeholder advisory responsibilities. You will help attract and engage both active and passive candidates across technical and functional disciplines. Your work will directly contribute to workforce planning, quality of hire, candidate experience, and long-term talent pipelines. The environment is fast-paced, collaborative, data-driven, and focused on continuous improvement. This is a virtual position with an expectation of working from a Baltimore-area office approximately once a week or more frequently when business needs require it.

• Serve as a primary recruiting partner to hiring managers and HR business partners, leading intake discussions to define role requirements, success profiles, and selection criteria.

• Develop and execute data-driven hiring strategies for technical and functional positions, including both cleared and non-cleared talent, aligned with short- and long-term workforce plans.

• Manage the full recruitment lifecycle, including job postings, proactive sourcing, candidate screening, structured interviews, interview panels, debriefs, references, offer discussions, and candidate closing.

• Provide labor-market and competitor insights related to talent availability, compensation, location strategy, and recruiting trends to support workforce planning and requisition prioritization.

• Deliver a strong candidate experience by maintaining clear communication, preparing interview teams, coordinating stakeholders, and supporting timely and inclusive hiring decisions.

• Partner with Compensation, Legal, Security, Talent Operations, and other stakeholders on offers, approvals, security clearances, relocation considerations, and start dates while maintaining compliant and audit-ready documentation.

• Leverage recruiting platforms and sourcing channels such as LinkedIn Recruiter, HireEZ, ClearanceJobs, Indeed, niche job boards, professional communities, and social media.

• Strengthen employer branding and employee value proposition initiatives through social channels, industry communities, recruiting events, and targeted talent engagements.

• Build and maintain strategic talent communities for critical skill areas, developing long-term relationships with passive candidates and converting prospects into qualified applicants.

• Coach hiring managers on structured interviewing, selection best practices, inclusive hiring, and bias-mitigation techniques to support strong hiring outcomes.

• Use applicant tracking and CRM systems to manage requisitions and pipelines, maintain accurate data, monitor funnel metrics, and identify opportunities to improve recruiting processes through agile methodologies.

• Manage multiple high-priority searches and projects in a fast-paced, high-volume environment while maintaining strong organization, responsiveness, and service quality.

• For the Talent Acquisition Business Partner 2 level: a bachelor's degree plus at least 2 years of full-cycle recruiting experience, a master's degree, or an associate degree plus 4 years of relevant experience. Up to 6 years of full-cycle recruiting experience may substitute for the degree requirement.

• For the Principal Talent Acquisition Business Partner 3 level: a bachelor's degree plus at least 5 years of full-cycle recruiting experience, a master's degree plus 3 years of relevant experience, or an associate degree plus 7 years of relevant experience. Up to 9 years of full-cycle recruiting experience may substitute for the degree requirement.

• Demonstrated experience managing full-cycle recruiting and sourcing technical and professional talent across areas such as engineering, manufacturing, and other disciplines.

• Experience developing and maintaining extensive online professional networks and using social media for talent sourcing and engagement.

• Proven ability to partner effectively with HR teams and hiring managers, establish credibility with stakeholders, and demonstrate strong business acumen.

• Excellent planning, organizational, communication, customer-service, and prioritization skills, with the ability to manage multiple high-priority searches simultaneously.

• Strong results orientation, self-direction, and ability to operate effectively in a fast-paced recruiting environment.

• Experience with agency recruiting is preferred.

• Familiarity with applicant tracking systems, ideally Workday and/or Eightfold, is preferred.

• Experience developing competitive talent-market intelligence and applying it to recruiting strategies is preferred.

• Knowledge of OFCCP recruiting and compliance processes is preferred.

• Experience building talent pipelines, conducting tactical research, and using alternative search techniques to identify and engage passive candidates is preferred.

• Willingness to travel approximately 10% of the time.

• This position does not provide relocation assistance. No security clearance is required to start.

• Salary range: $69,000–$103,400 for the Talent Acquisition Business Partner 2 level.

• Salary range: $85,600–$128,400 for the Principal Talent Acquisition Business Partner 3 level.

• Base compensation may vary based on role scope, experience, education, skills, and market conditions.

• Potential eligibility for overtime, shift differentials, and discretionary bonuses depending on position and circumstances.

• Health insurance and other healthcare benefits.

• Savings plan.

• Paid time off and company-paid holidays.

• Life and disability insurance.

• Education assistance.

• Training and professional development opportunities.

• 9/80 work schedule where available.

• Virtual work environment with regular access to a Baltimore-area office as required.

• No relocation assistance is available.

• Approximately 10% travel may be required.

• Additional benefits and programs may be available depending on position and eligibility.