Business Partner Manager – Talent Acquisition

Classification Exempt Reports to Director, People & Culture Location Ohio Summary/Objective The Talent Acquisition Business Partner Manager is responsible for leading, innovating, and optimizing the agency’s recruitment function. This role is accountable for executing full-cycle recruitment strategies that attract, hire, and retain top talent, while driving down vacancy rates and improving time-to-fill metrics across departments. The ideal candidate brings strong analytical capabilities to monitor and act on hiring trends, a firm grasp of industry benchmarks, and the ability to determine equitable compensation using salary tools and market data. As well as, working knowledge of employee relations practices—such as performance management, conflict resolution, and disciplinary procedures—as well as experience supporting or managing leave administration in compliance with federal and state regulations. This position also requires demonstrated leadership, sound judgment, and a consultative approach to recruitment, employee relations, and leave administration processes, ensuring alignment with broader HR and compliance objectives. Essential Functions Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Lead and refine full-cycle recruitment strategies across all business units, with a focus on high-volume and hard-to-fill roles. Design and implement targeted sourcing and talent engagement plans to reduce vacancy aging and improve retention outcomes. Analyze recruiting data to track time-to-fill, vacancy trends, cost-per-hire, and pipeline effectiveness; recommend and implement solutions for continuous improvement. Set recruitment performance goals and ensure alignment with organizational staffing needs and strategic workforce plans. Apply strong compensation acumen to assist hiring managers in determining salary recommendations using salary benchmarking tools and market data. Use trend analysis to anticipate hiring needs, monitor industry shifts, and adjust recruitment tactics accordingly. Partner with leadership to develop staffing forecasts and prioritize roles based on critical business impact. Serve as a subject matter expert on full-cycle recruitment, candidate experience, and regulatory hiring compliance. Collaborate with employee relations and leave administration teams to ensure Supervise and coach a team of Talent Acquisition Specialists, setting goals and fostering accountability through training and feedback. Represent the agency at hiring events, job fairs, and industry networking functions to enhance brand visibility and talent pipelines. Provide strategic guidance during M&A activities, including out-of-state hiring coordination and rapid workforce deployment. Collaborate with Compensation Manger to assist with regularly update job descriptions and participate in compensation market reviews to ensure alignment with talent availability and internal equity. Conduct hiring manager training sessions on interviewing, compliance, market trends, and recruitment best practices. Create and deliver recurring performance reports and presentations for executive leadership. Support employee relations and leave administration inquiries related to job classification, status changes, or return-to-work scenarios.

Supervisory Responsibilities Manage, mentor, and evaluate the performance of a team of Talent Acquisition professionals (Senior, Regular, and Junior Specialists). Allocate recruitment workload and resources effectively to ensure coverage and responsiveness. Resolve internal conflicts, remove blockers, and build a high-performance culture focused on results and collaboration.

Competencies Relationship Building and Management Change Agility Coaching and Development Problem Solving Communication and Influence Analytical Thinking Growth Mindset Process Analysis

Required Education and Experience Bachelor's degree in Human Resources, Business Administration, or a related field. Minimum of 5 years of progressive experience in full-cycle recruitment and talent acquisition strategy. 2 years in a supervisory role with proven success in team development. Advanced knowledge of recruitment analytics, metrics, and benchmarks, including time-to-fill and aging reports. Demonstrated ability to design compensation recommendations using benchmarking data and compensation software/tools. Strong understanding of labor law, EEO, OFCCP, and compliance requirements. Familiarity with applicant tracking systems (ATS), recruitment marketing platforms, and HRIS software. Experience leading large-scale recruitment initiatives, ideally in a multi-site or growth-focused environment. Working knowledge of employee relations, conflict resolution strategies, and disciplinary processes. Familiarity with leave administration protocols, return-to-work coordination, and accommodation processes. Valid driver’s license and willingness to travel as needed, including extended travel for M&A activities.

Preferred Education and Experience Professional certification (e.g., SHRM-CP/SCP, PHR, PMP). Experience in the human services, IDD, healthcare, or social services sector. Formal training or demonstrated expertise in compensation analysis or workforce planning.

Competencies Strategic Workforce Planning Full-Cycle Recruitment Expertise Compensation Analysis & Market Pricing Data Analytics & Trend Interpretation Vacancy Management & Time-to-Fill Reduction Leadership and Team Development Decision Making & Business Judgment Employer Branding & Talent Engagement DEI in Recruitment Regulatory & Policy Compliance

Supervisory Responsibility This position directly supervises a team of Talent Acquisition specialist and oversight to other P&C staff while in the office.

Work Environment This position follows a hybrid work model after successful completion of on-the-job training. The staff will be expected to adhere to an office coverage schedule and work onsite as assigned. In-person attendance is required for ongoing training sessions, meetings, staff development events, and other occasions due to business needs. Hybrid work schedules are subject to change based on agency needs. Flexibility to adapt to changing work schedules is essential. Physical Demands/% of time Sitting 75-100% Standing and/or walking 0-25% Use of electronics 75-100% Use of office equipment 25-50% Lifting/Carrying 0-10%

Position Type and Expected Hours of Work This is a full-time, exempt position. Hours of work and days are generally Monday through Friday, 8:00 a.m. to 4:30 p.m. Occasional schedule variations, evening and weekend work may be required as job duties demand. Travel Travel is required but primarily local during the business day, although some out-of-the-area and overnight travel may be expected occasionally. Occasional travel for in-person meetings is expected.

Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the staff for this job. Duties, responsibilities, and activities may change at any time with or without notice.