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Talent Acquisition Business Partner Jobs (NOW HIRING)

OfficeSpace Software

OR · On-site

As our Talent Acquisition Business Partner , you'll own the entire recruitment function across the business. As the dedicated recruiter supporting OfficeSpace, you'll lead every stage of hiring, from ...

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Talent Acquisition Business Partner information

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$39.5K

$102.4K

$218K

How much do talent acquisition business partner jobs pay per year?

As of Aug 12, 2026, the average yearly pay for talent acquisition business partner in the United States is $102,424.00, according to ZipRecruiter salary data. Most workers in this role earn between $76,000.00 and $119,500.00 per year, depending on experience, location, and employer.

What is a Talent Acquisition Business Partner?

A Talent Acquisition Business Partner is a human resources professional who collaborates with business leaders to develop and implement effective recruitment strategies. They focus on understanding business needs, sourcing and attracting top talent, and ensuring a positive candidate experience throughout the hiring process. Unlike traditional recruiters, they act as strategic advisors, aligning talent acquisition with the company's overall goals and workforce planning. Their responsibilities often include employer branding, market research, and building relationships with both internal stakeholders and potential candidates.

What is the difference between Talent Acquisition Business Partner vs Talent Acquisition Specialist?

AspectTalent Acquisition Business PartnerTalent Acquisition Specialist
CredentialsTypically requires a bachelor’s degree in HR, Business, or related field; often with experience in strategic HRUsually holds a bachelor’s degree; certifications like SHRM-CP or PHR are common
Work EnvironmentCollaborates closely with leadership; involved in strategic planning and workforce planningFocuses on sourcing, screening, and recruiting candidates; more operational
Employer & Industry UsageUsed across industries; found in organizations with strategic HR functionsCommon in recruiting agencies and corporate HR teams

The Talent Acquisition Business Partner plays a strategic role, working closely with leadership to align hiring with business goals, while the Talent Acquisition Specialist focuses on executing recruitment activities. Both roles require HR knowledge and collaboration, but differ mainly in scope and strategic involvement.

How does a Talent Acquisition Business Partner collaborate with hiring managers to ensure successful recruitment outcomes?

A Talent Acquisition Business Partner works closely with hiring managers to deeply understand their departmental needs, role requirements, and team dynamics. This partnership involves regular communication to define job specifications, create effective sourcing strategies, and align on key competencies for open positions. By acting as a strategic advisor, the TA Business Partner provides market insights, manages candidate pipelines, and helps streamline the interview process, ensuring that both the candidate experience and the business's talent needs are met efficiently.

What are the key skills and qualifications needed to thrive as a Talent Acquisition Business Partner, and why are they important?

To thrive as a Talent Acquisition Business Partner, you need expertise in recruitment strategies, talent sourcing, and workforce planning, typically supported by experience in HR or recruiting and a relevant degree. Familiarity with applicant tracking systems (ATS), HR information systems (HRIS), and sourcing platforms like LinkedIn Recruiter is essential. Exceptional interpersonal skills, stakeholder management, and the ability to influence make candidates stand out in this role. These skills are important because they enable effective collaboration with business leaders, drive successful hiring outcomes, and support organizational growth.
More about Talent Acquisition Business Partner jobs
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Talent Acquisition Business Partner jobs near you
Infographic showing various Talent Acquisition Business Partner job openings in the United States as of August 2026, with employment types broken down into 84% Full Time, 13% Part Time, and 3% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $102,424 per year, or $49.2 per hour.

Talent Acquisition Business Partner

OfficeSpace Software

OR • On-site

Full-time

Re-posted 13 days ago

Job description

About the role 

Build the teams that build the future of work. 

As our Talent Acquisition Business Partner, you'll own the entire recruitment function across the business. As the dedicated recruiter supporting OfficeSpace, you'll lead every stage of hiring, from workforce planning and sourcing to offer negotiation. You'll partner directly with leaders to shape hiring strategy, build scalable recruiting programs, and use AI to increase speed, quality, and efficiency while delivering an exceptional candidate experience. 

This is more than filling roles. You'll influence organizational growth, strengthen our employer brand, and help build a high-performing, AI-enabled workforce. 

What you'll do 

  • Own the full recruitment lifecycle across corporate functions in the U.S., Canada, and Costa Rica. 
  • Serve as the primary Talent Acquisition partner for the business, independently managing the recruiting function across multiple departments and hiring priorities. 
  • Partner with hiring managers to define hiring strategies, workforce plans, and ideal candidate profiles. 
  • Build proactive, diverse talent pipelines using modern sourcing techniques, referrals, talent communities, networking, and AI-powered recruiting tools. 
  • Deliver an exceptional candidate experience from first conversation through onboarding. 
  • Act as a trusted advisor to leaders on hiring decisions, interview quality, compensation positioning, and talent market trends. 
  • Balance day-to-day recruiting execution with strategic initiatives, including employer branding, recruiting operations, interview training, and process improvements. 
  • Analyze recruiting metrics to identify trends, forecast hiring outcomes, and recommend data-driven improvements. 
  • Design and continuously improve scalable recruiting programs, structured interview processes, hiring documentation, and best practices. 
  • Champion an inclusive hiring process grounded in structured assessments and objective decision-making. 
  • Build and promote the OfficeSpace employer brand through social media, networking events, community partnerships, and talent marketing initiatives. 
  • Partner closely with the Chief People Officer and People Team to align hiring strategy with business growth. 
  • Leverage AI to streamline sourcing, interview preparation, candidate communications, scheduling, reporting, and recruiting workflows. 
  • Evaluate emerging AI recruiting technologies and recommend new ways to improve hiring effectiveness while maintaining ethical and compliant recruiting practices. 

What you bring 

  • 5+ years of full-cycle recruiting experience, including experience operating as a sole or primary recruiter supporting a growing organization. 
  • Proven success recruiting across a broad range of corporate functions, including both high-volume hiring and specialized searches. 
  • Demonstrated ability to independently manage multiple requisitions across diverse business functions without dedicated sourcing or recruiting coordination support. 
  • Experience partnering directly with executives and hiring managers as a trusted talent advisor. 
  • Strong sourcing expertise with a track record of building diverse, high-quality talent pipelines. 
  • Experience creating recruiting processes, interview frameworks, hiring manager training, and scalable recruiting best practices. 
  • Strong analytical skills with the ability to translate recruiting data into actionable business insights. 
  • Experience using ATS platforms such as Greenhouse- recruiting analytics, and AI-enabled recruiting tools to improve productivity and hiring outcomes. 
  • Excellent project management skills with the ability to balance competing priorities in a fast-paced, high-growth environment. 
  • Outstanding written and verbal communication skills. 
  • High ownership, sound judgment, and a bias toward action. 
  • Curiosity about AI and emerging technology, with the ability to orchestrate AI tools responsibly while keeping relationships and candidate experience at the center. 
  • A collaborative mindset and passion for building exceptional hiring experiences. 

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