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Senior Talent Partner Jobs in Oregon (NOW HIRING)

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Senior Advisor, Talent Acquisition

OR · On-site +1

$80K - $120K/yr

How This Role Makes a Difference As a Senior Advisor, Talent Acquisition , you will serve as a ... Partner with hiring managers and People Business Partners to understand business objectives ...

Teledyne

HR Business Partner

Wilsonville, OR

Someone who understands how talent, organization design, culture, leadership effectiveness, and ... You'll partner directly with senior leaders, shape workforce strategies across multiple countries ...

Teledyne FLIR LLC

HR Business Partner

Wilsonville, OR · On-site

Someone who understands how talent, organization design, culture, leadership effectiveness, and ... You'll partner directly with senior leaders, shape workforce strategies across multiple countries ...

Jamf

Senior Director, Global Talent Acquisition

OR · On-site +1

$103K - $142K/yr

What you'll do at Jamf: The Senior Director, Global Talent Acquisition, owns the strategy ... Acts as TA's primary strategic partner to Finance on global workforce planning, headcount ...

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UNAVAILABLE

Senior HR Business Partner

Portland, OR · On-site

$110 - $170/hr

Department Overview The Sr. Human Resources Business Partner (Sr. HRBP) serves as a resource and ... Lead talent review process in customer areas, support development and succession planning.

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All JobsTalent Partner JobsSenior Talent Partner JobsSenior Talent Partner Jobs in Oregon

Senior Talent Partner information

See Oregon salary details

$57.6K

$107.8K

$159.7K

How much do senior talent partner jobs pay per year?

As of Sep 2, 2026, the average yearly pay for senior talent partner in Oregon is $107,824.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,700.00 and $123,200.00 per year, depending on experience, location, and employer.

What is a senior talent partner?

A Senior Talent Partner is an experienced human resources professional who works closely with company leadership to identify, attract, and retain top talent. They serve as a strategic advisor on recruitment, workforce planning, and talent development, often collaborating with hiring managers and executives to align talent strategies with business goals. Senior Talent Partners are typically involved in improving employer branding, enhancing candidate experience, and implementing best practices in talent acquisition. Their role is essential for building strong teams and supporting organizational growth.

How does a senior talent partner collaborate with hiring managers to ensure a successful recruitment process?

A Senior Talent Partner works closely with hiring managers to understand the specific needs of each role, align on desired candidate profiles, and develop effective sourcing strategies. This collaboration often involves regular check-ins, feedback sessions on candidate pipelines, and refining job descriptions to attract the right talent. By acting as both a strategic advisor and a facilitator, the Senior Talent Partner helps ensure that the recruitment process is smooth, efficient, and results in high-quality hires who fit the organization's culture and goals.

What are the key skills and qualifications needed to thrive as a senior talent partner, and why are they important?

To thrive as a Senior Talent Partner, you need expertise in recruiting strategies, talent assessment, workforce planning, and a strong understanding of HR best practices, usually supported by a degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HRIS platforms, and certifications like SHRM-CP or PHR are common technical requirements. Outstanding interpersonal skills, negotiation abilities, and strategic thinking set top performers apart in this role. These competencies are essential for attracting and retaining top talent, aligning hiring with business objectives, and fostering positive candidate and stakeholder experiences.

What is the difference between Senior Talent Partner vs Talent Acquisition Manager?

AspectSenior Talent PartnerTalent Acquisition Manager
CredentialsTypically requires HR or related certifications, experience in talent sourcingOften requires HR or recruiting certifications, experience in hiring processes
Work EnvironmentCollaborates closely with business leaders, focuses on strategic talent planningManages recruitment teams, oversees hiring campaigns
Industry UsageCommon in HR and talent acquisition departments across industriesWidely used in corporate recruiting teams
Search & Comparison IntentOften compared for strategic talent rolesCompared for operational hiring management

The Senior Talent Partner focuses on strategic talent planning and building strong relationships with business units, while the Talent Acquisition Manager manages the recruitment process and hiring teams. Both roles require HR or recruiting certifications and are integral to talent acquisition in organizations, but they differ in scope and responsibilities.

What cities in Oregon are hiring for Senior Talent Partner jobs?

Cities in Oregon with the most Senior Talent Partner job openings:

Senior Talent Partner jobs near you
Infographic showing various Senior Talent Partner job openings in Oregon as of August 2026, with employment types broken down into 79% Full Time, 14% Part Time, and 7% Contract. Highlights an 87% Physical, 4% Hybrid, and 9% Remote job distribution, with an average salary of $107,824 per year, or $51.8 per hour.

Regional Talent Partner

Cambridge Swinerton Builders

Portland, OR

$155K - $180K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 16 days ago

Job description

Compensation Range

$155,000.00 - $180,000.00 Annual Salary

Job Description Summary:

The Regional Talent Performance Partner serves as a strategic advisor to regional and divisional executive leadership, driving organizational performance through the alignment of enterprise talent strategies with business objectives and priorities. This role partners with leaders to strengthen workforce planning, enhance leadership effectiveness, advance succession, and improve employee engagement all to ensure workforce readiness that meets current and future business needs.

Job Description:

Position Responsibilities and Duties

Primary duties for the Regional Talent Director will include:

  • Serve as the senior talent leader for the assigned region, aligning talent strategies with business objectives and workforce needs.
  • Partner with Regional, Divisional, SI, and Senior Leaders to drive organizational performance, leadership effectiveness, employee engagement, and workforce readiness.
  • Lead execution of the annual talent calendar and facilitate talent strategy discussions focused on workforce planning, succession planning, leadership development, engagement, organizational effectiveness, and talent mobility.
  • Lead, coach, and develop Talent Managers and Talent Engagement Managers within the region (as applicable).
  • Facilitate workforce planning processes, talent reviews, and succession planning to ensure strong leadership pipelines and organizational continuity.
  • Assess talent, performance, and engagement data to identify risks, development opportunities, and strategic workforce priorities.
  • Partner with leaders on current trends and KPIs to continuously evolve a go-forward strategy that aligns with the goals of division, region, and enterprise business. Educate leaders on talent-related trends and developments within and beyond the industry.
  • Partner with leaders to identify, develop, and accelerate high-potential talent and key successors.
  • Support onboarding and transition planning for leadership positions and critical roles.
  • Provide guidance on organizational design, team effectiveness, leadership alignment, and change management initiatives.
  • Partner with Talent Acquisition on hiring strategies, workforce forecasting, talent mobility, and major staffing initiatives.
  • Drive employee engagement and retention efforts through survey action planning, stay interviews, workforce insights, and culture initiatives.
  • Partner with Learning & Development to identify capability gaps and deploy targeted development solutions.
  • Provide strategic guidance on compensation considerations, market trends, and talent-related business decisions.
  • Consult on complex employee relations matters and partner with Centers of Expertise to ensure effective resolution and compliance.
  • Leverage talent metrics and workforce analytics to inform business decisions and measure organizational effectiveness.
  • Participate in regional and enterprise talent initiatives while serving as a trusted advisor to business leaders.
  • Perform other related duties as required.
Minimum Skills and Experience
  • Strong business acumen with the ability to align talent strategies to business objectives and operational priorities.
  • Demonstrated ability to influence and partner with senior leaders and executives.
  • Extensive knowledge of talent management, workforce planning, succession planning, organizational development, employee relations, compensation, leadership development, and talent acquisition.
  • Strong coaching, consulting, facilitation, and relationship-building skills.
  • Excellent analytical, communication, and problem-solving abilities.
  • Experience leading organizational change and driving employee engagement initiatives.
  • Ability to interpret employment laws, regulations, and company policies and provide practical guidance.
  • Proficiency with Microsoft Office Suite, HR systems, and workforce analytics tools.
  • Bachelor's degree or equivalent experience required.
  • Minimum of 8 years of progressive Talent, Human Resources, or Organizational Development experience.
  • Minimum of 3 years leading Talent or Human Resources professionals.
Summary of Benefits

    This role is eligible for the following benefits:medical, dental, vision, 401(k) with company matching, Employee Stock Ownership Program (ESOP), individual stock ownership, paid vacation, paid sick leave, paid holidays, bereavement leave, employee assistance program, pre-tax flexible spending accounts, basic term life insurance and AD&D, business travel accident insurance, short and long term disability, financial wellness coaching, educational assistance, Care.com membership, ClassPass fitness membership, and DashPass delivery membership. Voluntary benefits include additional term life insurance, long term care insurance, critical illness and accidental injury insurance, pet insurance, legal plan, identity theft protection, and other voluntary benefit options.

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