ZipRecruiter

Log In

1

Talent Acquisition Partner Ii Jobs (NOW HIRING)

Airbus

Talent Acquisition Partner II

Kinston, NC · On-site

Position Summary The Talent Acquisition Partner II is responsible for sourcing, screening and recommending candidates for Airbus roles at all levels of the organization entry level through senior ...

Ag

Talent Acquisition Partner II

Kinston, NC · On-site

Position Summary The Talent Acquisition Partner II is responsible for sourcing, screening and recommending candidates for Airbus roles at all levels of the organization entry level through senior ...

Qcells

Talent Acquisition Partner

White, GA

Talent Acquisition Partner Location: Cartersville, GA / on-site Job Type: Full-Time Position ... Bachelor's degree in Human Resources, Business Administration, or a related field. * 2-5 years of ...

Finn Partners

Talent Acquisition Partner

Manhattan, NY · On-site +1

$68K - $85K/yr

S. The Talent Acquisition Partner can work onsite at any of FINN Partners' U.S. office locations or remotely provided they reside in the U.S. Preference is for candidates in the Mountain or Pacific ...

Qcells

Talent Acquisition Partner

Cartersville, GA · On-site

Talent Acquisition Partner Location: Cartersville, GA / on-site Job Type: Full-Time Position ... Bachelor's degree in Human Resources, Business Administration, or a related field. * 2-5 years of ...

Finn Partners

Talent Acquisition Partner

Manhattan, NY · Remote

$68K - $85K/yr

S. The Talent Acquisition Partner can work onsite at any of FINN Partners' U.S. office locations or remotely provided they reside in the U.S. Preference is for candidates in the Mountain or Pacific ...

Everblue

Talent Acquisition Partner

Huntersville, NC · On-site

Talent Acquisition Partner Reports To: President Location: Huntersville, NC (Hybrid) About Everblue ... Help leaders make informed hiring decisions What we're looking for * 2-3+ years of recruiting or ...

Doane University

Talent Acquisition Partner

Crete, NE · On-site

$50K - $61K/yr

Position Details Position Information Position Title Talent Acquisition Partner Job Type ... plus two years of progressively responsible recruiting or talent acquisition experience that ...

next page

Showing results 1-20

All JobsBusiness JobsHuman Resources JobsRecruiter JobsTalent Acquisition Partner Ii Jobs

Talent Acquisition Partner Ii information

See salary details

$39.5K

$77.9K

$136K

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

As of Aug 25, 2026, the average yearly pay for talent acquisition partner ii in the United States is $77,880.00, according to ZipRecruiter salary data. Most workers in this role earn between $60,000.00 and $86,500.00 per year, depending on experience, location, and employer.

What is a Talent Acquisition Partner II?

A Talent Acquisition Partner II is a human resources professional who specializes in recruiting and hiring qualified candidates for an organization, often handling more complex roles or higher volumes than entry-level recruiters. They collaborate closely with hiring managers to understand staffing needs, create effective sourcing strategies, and ensure a positive candidate experience throughout the hiring process. In addition, they may provide guidance on market trends, employer branding, and best practices in talent acquisition to help the organization attract and retain top talent.

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

A Talent Acquisition Partner II works closely with hiring managers to understand the specific needs of each department, refine job descriptions, and develop tailored sourcing strategies. They facilitate regular check-ins to align on candidate profiles, provide guidance on market trends, and help set realistic timelines. Additionally, they coordinate interview processes, gather feedback, and ensure clear communication, making them a strategic advisor throughout the hiring cycle. This collaborative approach helps ensure both candidate quality and a positive hiring experience.

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

To thrive as a Talent Acquisition Partner II, you need strong expertise in full-cycle recruitment, candidate assessment, and knowledge of employment laws, typically supported by a bachelor's degree in HR or a related field. Familiarity with applicant tracking systems (ATS), sourcing platforms like LinkedIn Recruiter, and relevant HR certifications such as SHRM-CP or PHR is highly beneficial. Outstanding interpersonal skills, negotiation abilities, and the capacity to build strong relationships with stakeholders set top performers apart. These skills ensure effective talent acquisition processes, alignment with organizational goals, and a positive candidate experience.

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

AspectTalent Acquisition Partner IiTalent Acquisition Specialist
CredentialsBachelor's degree, recruiting certifications (e.g., AIRS, SHRM)Bachelor's degree, recruiting certifications often preferred
Work EnvironmentCollaborates with hiring managers, strategic planningFocuses on candidate sourcing, screening, and interview coordination
Employer & Industry UsageUsed in corporate HR departments across industriesCommon in recruiting agencies and corporate HR teams
Search & Comparison IntentUnderstanding higher-level recruiting roles, responsibilitiesEntry to mid-level recruiting functions, candidate sourcing

The Talent Acquisition Partner Ii typically handles more strategic recruiting activities, collaborates closely with hiring managers, and may oversee larger or more complex hiring processes. In contrast, the Talent Acquisition Specialist focuses on sourcing, screening, and coordinating candidate interviews. Both roles require similar credentials but differ in scope and strategic involvement.

More about Talent Acquisition Partner Ii jobs

What cities are hiring for Talent Acquisition Partner Ii jobs?

Cities with the most Talent Acquisition Partner Ii job openings:

What job categories do people searching Talent Acquisition Partner Ii jobs look for?

The top searched job categories for Talent Acquisition Partner Ii jobs are:

Talent Acquisition Partner Ii jobs near you
Infographic showing various Talent Acquisition Partner Ii job openings in the United States as of August 2026, with employment types broken down into 82% Full Time, 10% Part Time, and 8% Contract. Highlights an 87% Physical, 4% Hybrid, and 9% Remote job distribution, with an average salary of $77,880 per year, or $37.4 per hour.

Talent Acquisition Partner II

Kinston, NC • On-site

Airbus
Aviation • 10K+ employees

8.2

Company rating: 8.2 out of 10

Based on 51 frontline employees who took The Breakroom Quiz

39th of 72 rated aerospace companies

Great coworkers

People enjoy working here

Good employer

Learn more about Airbusexternal

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 13 days ago

Job description

Airbus is committed to providing reasonable accommodations as an Equal Opportunity Employer to applicants with disabilities. If you require assistance or an accommodation to complete your application, please contact us at USCareers@airbus.com
  • Notice: Know Your Rights: Workplace Discrimination is Illegal
  • Notice: Pay Transparency Nondiscrimination (English)
  • Aviso: Transparencia en el Pago No Discriminacion (Spanish)

Job Description:
Airbus Commercial Aircraft is looking for a Talent Acquisition Partner I to join our Human Resources team based in Kinston, NC.
Position Summary
The Talent Acquisition Partner II is responsible for sourcing, screening and recommending candidates for Airbus roles at all levels of the organization entry level through senior leadership. This level of TA Partner will develop and deploy advanced sourcing strategies including cold calling, and network development.
This person must understand, model and represent the Airbus employment value proposition and published Airbus Values. He or she will identify opportunities to build applicant pools, establish trust and partnerships with the managers, identify potential "fit" through effective interviewing and testing, effectively administer the interviewing and onboarding process, and ensure a positive new hire experience. Developing and executing recruitment plans and strategies are primary responsibilities to ensure hiring goals are met with the best possible talent. All activities must be in compliance with Equal Employment Opportunity laws, HIPAA, ERISA and other regulations, as appropriate.
Meet the Team:
Working in our Human Resources department, it's our mission to help support Airbus' greatest assets: our team members. Our team works cross-departmentally as well as with our global counterparts to ensure we are making a positive impact on all aspects of our employee experience.
Your Working Environment:
The Airbus Aerosystems Kinston facility sits at the forefront of aerospace manufacturing, specializing in the production of large, advanced composite aerostructures. Our team builds critical components for the state-of-the-art Airbus A350 XWB, including the composite center fuselage and wing spar.
How We Care for You:
  • Financial Rewards: Competitive base salary, incentive compensation which may include profit sharing schemes, retirement savings plan and the ability to participate in an Employee Stock Ownership Plan ("ESOP")
  • Work/Life Balance: Paid time off including personal time, holidays and a generous paid parental leave program.
  • Health & Welfare: Comprehensive insurance coverage including medical (traditional and high-deductible health plans), prescription, dental, vision, life, disability, Employee Assistance Plan ("EAP") and other supplemental benefit coverages.
  • Individual Development: Upskilling and development opportunities through our global Leadership University, including unlimited access to 10,000+ e-learning courses focusing on ways to develop your employability, certifications, career path as well as the opportunity to participate in accelerated development programmes and both national and international mobility.

Your Challenges:
Recruitment of Roles Assigned - 50%
  • Consult with leaders, hiring managers and human resources team on position descriptions, requisition creation, compensation and sourcing strategies.
  • Deliver high quality short lists
  • Recruit and perform talent acquisition activities such as resume & phone screens, candidate interviews, recommend final selection of applicants and close qualified candidates.
  • Place and update all job postings in various Medias including internet/intranet sites, colleges, social networks, community boards and staffing partners
  • Communicate with managers and employees regularly to promote Airbus referral programs and internal opportunities.
  • Maintain applicant tracking system, recruiting reports and other staffing administration functions as needed.
  • Respond timely to internal and external applicant situations, and applicant requests as required.
  • Conduct regular follow-up with managers to determine the effectiveness of recruiting efforts.
  • Position may require work responsibilities outside of normal business hours.

Sourcing Strategy and Activities - 15%
  • Research and recommend new sources for active and passive candidate recruiting.
  • Continuously develop networks/partnerships to actively build database/pipeline of candidates and the Airbus company brand.
  • Collaborate with hiring team regarding potential souring strategies for roles assigned.

Workforce Development Support - 20%
  • Partner with Business HR leaders to understand and prepare to respond to upcoming Talent Acquisition needs and create new pipelines to respond to the business need

Recruitment Event Support - 10%
  • Represent the company at recruiting events (i.e., college job fairs), providing company/job information and interviewing applicants.
  • Give presentations at colleges, attend student group meetings, and increase college awareness of the company before and after career fairs.
  • Support business in alignment and identification of potential events to foster connection with appropriate candidate pools and as needed assist in the registration of attendance at events once agreed upon

Your Boarding Pass:
  • Minimum of 6 years of progressive talent acquisition, candidate sourcing and interviewing experience.
  • Bachelor's degree in a relevant field or combination of education and appropriate work experience.

Required Knowledge, Skills, Demonstrated Capabilities
  • Strong understanding of staffing principles, laws, and procedures and a solid working knowledge of recruitment/employment programs.
  • Knowledge of US Employment and Labor Laws and application to the recruitment process and the applicant tracking system.
  • Knowledge of the regional labor market.
  • Demonstrated knowledge of various recruiting techniques, and experience in online/social media recruiting.
  • Ideal candidate will have experience and/or exposure in the assigned area of responsibility.
  • Proven ability to communicate and effectively "sell" an organization's value proposition.
  • Solid working knowledge of recruitment/employment programs.
  • Demonstrated knowledge of various recruiting techniques, and experience in online/social media recruiting.
  • Ideal candidate will have experience and/or exposure in the assigned area of responsibility.
  • Must possess excellent oral/written communication, marketing, presentation, interviewing and interpersonal skills.
  • Strong customer service, negotiation skills and ability to interact with employees at all levels throughout the company.
  • Self-starter with excellent time management, multi-tasking and organizational skills.
  • Strong work ethic and sense of integrity, trustworthiness and ability to maintain a high level of confidentiality.
  • Creative in brainstorming and proposing new ideas and solutions to existing problems.
  • Strong understanding of staffing principles, laws, and procedures and a solid working knowledge of recruitment/employment programs.
  • Demonstrated knowledge of various recruiting techniques, and experience in online/social media recruiting.
  • Ideal candidate will have experience and/or exposure in the assigned area of responsibility.

Required Communication Skills (Spoken, Written, Influencing, Proficiency in Other Languages)
  • Fluent written and spoken English.
  • Written, presentation and oral communication, interpersonal and consultative skills, as well as effective result-oriented problem solving skills.

Preferred Communication Skills (Spoken, Written, Influencing, Proficiency in Other Languages)
  • French, German or Spanish language skills.

Required Technical Systems Proficiency
  • Google Suite of productivity tools
  • Proficiency with Microsoft Office (Word, Excel, Outlook), Google Suite
  • Proficient in Applicant Tracking Systems.
  • Experience with LinkedIn Recruiter and other candidate sourcing tools

Physical Requirements:
  • Hybrid - 20% 4 days onsite 1 day remote
    Vision: able to see and read computer screen and other electronic equipment with screens, able to read documents, reports and engineering drawings. Daily
  • Hearing: able to hear to participate in conversations in person and via
    teleconference or phone and to hear sounds on production floor including safety warnings or alarms. Daily
  • Speaking: able to speak in conversations and meetings, deliver information and participate in communications. Daily
  • Equipment Operation (personal computer, telephone, copies, fax machine, and related office equipment and using electronic identification card to enter building floors and internal doors): able to operate most office and personal electronic equipment and some tools including production tools such as
    hydraulic lifts. Daily
  • Carrying: able to carry documents, tools, drawings, electronic equipment up to
    30lbs/14kgs. Rarely
  • Lifting: able to lift documents, tools, drawings, electronic equipment up to 30lbs/14kgs. Rarely
  • Pushing / Pulling: able to push and pull small office furniture and some equipment and tools. Rarely
  • Sitting: able to sit for long periods of time in meetings, working on computer. Daily
  • Squatting / Kneeling: able to squat or kneel to retrieve or replace items stored on low shelving. Rarely
  • Standing: able to stand for discussions in offices or on production floor. Daily
  • Travel: able to travel independently and at short notice. Up to 15 %
  • Walking (include routine walking such as to a shared printer to retrieve documents): able to walk through office and production areas including uneven surfaces. Daily
  • Personal Protective Equipment required: Required PPE includes, but is not limited to: Administrative position only PPE required

Travel Required
  • Up to 15% Domestic

Citizenship
  • Able to work in the US without a current or future need for visa sponsorship

Take your career to a new level and apply online now!
A full job description will be provided to candidates who progress to the interview stage or any candidate upon request.
This job requires an awareness of any potential compliance risks and a commitment to act with integrity, as the foundation for the Company's success, reputation and sustainable growth.
Company:
Airbus Americas, Inc.
Employment Type:
US - Direct Hire
Experience Level:
Professional
Remote Type:
Flexible
Job Family:
HR Expertise
Airbus provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. In addition to federal law requirements, Airbus complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, demotion, termination, layoff, recall, transfer, leaves of absence, compensation, benefits and training. Airbus expressly prohibits any form of workplace harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. As a matter of policy, Airbus does not sponsor visas for US positions unless specified. Only applicants with current work authorization will be considered. Airbus does not offer tenured or guaranteed employment. Employment with Airbus is at will, meaning either the company or the employee can terminate the employment relationship at any time, with or without cause, with or without notice. Airbus reserves the right to revise or change job duties and responsibilities as the need arises. This position description does not constitute a written or implied contract of employment.
By submitting your CV or application you are consenting to Airbus using and storing information about you for monitoring purposes relating to your application or future employment. This information will only be used by Airbus.
Airbus is committed to achieving workforce diversity and creating an inclusive working environment. We welcome all applications irrespective of social and cultural background, age, gender, disability, sexual orientation or religious belief.
Airbus is, and always has been, committed to equal opportunities for all. As such, we will never ask for any type of monetary exchange in the frame of a recruitment process. Any impersonation of Airbus to do so should be reported to emsom@airbus.com.

What Airbus employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply