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Come join our GTE Financial team!

Hybrid role - reporting to the office 2 days a week

We are looking for an exceptional Talent Acquisition Partner to provide an outstanding applicant and employee experience. As a Senior Talent Acquisition Partner, you will be responsible for sourcing, interviewing, advising management through the recruiting process, supporting employer brand and talent marketing initiatives, and using data and behavioral assessments to improve hiring outcomes.

The Senior Talent Acquisition Partner's primary responsibility is to recruit and track candidates, implement and maintain recruitment procedures, and facilitate and guide management through the selection process. The Senior Talent Acquisition Partner will be an expert in identifying, screening, assessing, and selecting talent at all levels of the organization.

They will be asked to work collaboratively with other employees in the HR Department and the company to create an internal brand that will represent the vision and mission of the department, and promote GTE Financials' culture and values by partnering with our leaders to ensure optimal candidate experience.

What does GTE look for in a Senior Talent Acquisition Partner?

Acquisition & Talent Strategy:

• Manage the full-cycle recruiting process with a focus on building strong business partnerships with hiring managers.
• Recruit and track candidates throughout the entire talent acquisition lifecycle, from sourcing through onboarding.
• Source difficult-to-find talent and effectively manage full-life-cycle recruiting while delivering a positive candidate experience.
• Proactively source, screen, interview, and select diverse, qualified candidates for existing and upcoming openings.
• Build talent pipelines and execute tactical research, referral-generation programs, recruiting events, sourcing campaigns, and passive-candidate strategies.
• Establish and maintain relationships with community partners, professional organizations, schools, and other talent sources.
• Develop, identify, and clarify hiring specifications, competencies, and requirements to ensure accurate and detailed job descriptions.
• Maintain a consistent, high-volume flow of qualified candidates through active and passive sourcing methods, including experience recruiting for non-exempt and high-volume positions with responsibility for 20+ filled requisitions per month.
• Regularly track recruiting pipelines, priorities, and performance data and communicate insights to internal stakeholders.
• Administer and manage screening processes for all new hires, contractors, and temporary hires.
• Conduct interview debriefs, gather hiring-manager feedback, and adjust recruiting strategies as needed.
• Serve as a strategic talent advisor by identifying market trends, talent availability, compensation considerations, and competitive recruiting practices.

Predictive Index & Behavioral Assessments

• Serve as a knowledgeable resource for the Predictive Index (PI) behavioral assessment process and its appropriate use within the talent acquisition lifecycle.
• Partner with hiring managers to incorporate Predictive Index results into candidate discussions while ensuring assessments complement, rather than replace, structured interviews and other selection methods.
• Assist leaders in understanding behavioral profiles, workplace preferences, and role requirements to support more effective interviewing, selection, onboarding, and team alignment.
• Coordinate and maintain Predictive Index assessment processes, ensuring timely completion and appropriate documentation.
• Analyze assessment trends and hiring outcomes to identify opportunities to improve candidate fit, retention, engagement, and overall hiring effectiveness.
• Provide training and coaching to managers on interpreting assessment information appropriately and incorporating it into structured selection practices.
• Maintain appropriate confidentiality and follow organizational policies and applicable requirements related to employee and candidate assessment information.

Talent Marketing & Employer Brand

• Partner with Marketing, Communications, and HR leadership to develop and execute talent marketing and employer-brand strategies.
• Promote GTE Financial as an employer of choice through compelling employment messaging, social media, career-site content, recruiting campaigns, events, and community engagement.
• Develop talent acquisition campaigns designed to attract both active and passive candidates for critical and hard-to-fill positions.
• Leverage social media and digital platforms, including LinkedIn, Facebook, Instagram, and other relevant channels, to build awareness of career opportunities and connect with prospective talent.
• Create and coordinate recruiting content, including job-posting messaging, employee stories, recruiting-event materials, candidate communications, and employment-brand campaigns.
• Ensure talent marketing efforts consistently communicate GTE Financial's vision, mission, culture, values, career opportunities, and employee value proposition.
• Partner with Marketing to monitor campaign performance and identify opportunities to improve candidate engagement and conversion.
• Represent GTE Financial at career fairs, community events, professional organizations, and other talent-marketing opportunities as a Talent Ambassador.
• Build relationships with external organizations and community partners to expand GTE Financial's diverse talent pipeline and employment brand.

Experience & Leadership

• Demonstrate strong consultative and interpersonal skills with the ability to communicate effectively across all levels of the organization.
• Partner with department leaders to identify current and future staffing needs and develop appropriate recruiting strategies.
• Mentor and assist employees with career development and career pathing to support retention and internal mobility.
• Provide interview training, coaching, and side-by-side interview sessions with management teams.
• Promote consistent, structured, and inclusive interviewing practices.
• Demonstrate professional and executive presence while representing GTE Financial at corporate, community, professional, and recruiting events.
• Act as a trusted advisor to leaders regarding talent availability, recruiting strategy, candidate experience, and selection practices.

Reporting, Analytics & Continuous Improvement

• Develop, maintain, and distribute regular Talent Acquisition reports and dashboards for HR and business leadership.
• Track key recruiting metrics, including requisition volume, time-to-fill, time-to-hire, source of hire, applicant-to-interview ratios, interview-to-offer ratios, offer acceptance, candidate pipeline activity, and cost-per-hire.
• Analyze talent marketing and sourcing campaign performance, including candidate engagement, application activity, source effectiveness, and conversion rates.
• Develop reporting that provides visibility into diversity recruiting efforts, pipeline health, hard-to-fill positions, hiring trends, and workforce needs, consistent with applicable laws and organizational policies.
• Identify recruiting trends and opportunities through data analysis and communicate actionable insights to leadership.

Experience:

• Strong consultative and interpersonal skills with ability to communicate across all levels of the organization. Partnering with department leaders to identify department/organizational staffing needs.
• Mentor and assist employees with career development and pathing to secure employee retention and relevant role in the organization.
• Interview training and side by sides sessions with management team.
• Professional and executive presence with the ability to represent GTE in the community at both corporate and community events as our Talent Ambassador.

Operational:

• Participate in HR Projects as assigned by the Manager of Talent Acquisition.
• Research and compile information for the purpose of successfully recommending product and/or services marketing opportunities.
• Ability to maintain assigned programs and systems, meet project deadlines, and troubleshoot assigned program.
• Well-organized, and maintains a high level of integrity and work ethic.
• Must demonstrate a functional knowledge of the Bank Secrecy Act in addition to other Federal laws, including but not limited to U.S. Patriot Act, Office of Foreign Assets & Control, Anti-Money Laundering, Right to Financial Privacy Act, and the Bank Bribery Act.

Required Qualifications:

• Bachelor's Degree highly preferred
• 7+ years progressive corporate recruitment experience
• (MUST) have strong technical skills, preferably in Workday
• Experience in recruitment marketing, technologies, systems and processes

Position Details:

• Location: Downtown Tampa - GTE Headquarters
• Department Hours: Monday- Friday (8:00 am to 5:00 pm)

Full-time hours required, with additional hours as necessary to accomplish objectives, goals, and projects.

The position is defined as hybrid in nature, (in-office, or remote) and may be changed at any time by management with appropriate notice, if possible.

Required for Remote/Hybrid Work:

• A quiet workplace so you can focus on delivering excellent service to our members.
• Some positions will require performance standards to be met to qualify for alternative work arrangements.
• Required to have power and high-speed internet over 100MB (minimum).
• Video capability (connection of 1.5 Mbps up and down recommended).
• Candidates must provide and meet all technical requirements prior to the first day of training.
• Hybrid candidates must live within driving distance of the office location and be able to regularly commute to and from the office location as needed.

Come and join our award-winning team!

GTE Financial is an Equal Opportunity Employer.

Note: The above statements describe the general nature and level of the work being performed and are not an exhaustive list of all responsibilities of an employee in this job. GTE Reserves the right to revise or change job duties at any time as directed by management. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the employer.