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Talent Partner Jobs in Tennessee (NOW HIRING)

POSITION SUMMARY The Talent Acquisition Partner manages full-cycle recruitment for assigned property-based. This role partners with hiring managers and operational leaders to attract, assess, and ...

Join Amrize as a Talent Acquisition Partner and help construct what's next. If you're ready to put your skills to work on projects that matter - and build a career with a company that's building ...

Join Amrize as a Talent Acquisition Partner and help construct what's next. If you're ready to put your skills to work on projects that matter - and build a career with a company that's building ...

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Talent Partner information

See Tennessee salary details

$18

$40

$69

How much do talent partner jobs pay per hour?

As of Aug 23, 2026, the average hourly pay for talent partner in Tennessee is $40.27, according to ZipRecruiter salary data. Most workers in this role earn between $28.12 and $47.36 per hour, depending on experience, location, and employer.

What is a talent partner?

Talent Partners are professionals who collaborate closely with organizations to attract, assess, and hire top talent. They often work as part of the human resources or recruitment team, acting as a strategic advisor to both hiring managers and candidates. Their responsibilities include understanding the company's hiring needs, sourcing candidates, managing the interview process, and ensuring a positive candidate experience. Talent Partners also help develop and implement talent acquisition strategies to support business goals. Their role is crucial in building strong teams and fostering company growth.

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

To thrive as a Talent Partner, you need expertise in recruitment strategies, talent sourcing, and workforce planning, often supported by a degree in HR or a related field. Familiarity with applicant tracking systems (ATS), HRIS platforms, and recruitment analytics tools is essential. Exceptional interpersonal skills, stakeholder management, and the ability to build relationships set standout Talent Partners apart. These competencies are crucial for attracting top talent, aligning hiring with business goals, and fostering a positive candidate and stakeholder experience.

How does a talent partner typically collaborate with hiring managers and other teams during the recruitment process?

Talent Partners work closely with hiring managers to understand role requirements, develop effective job descriptions, and strategize sourcing methods. They often serve as a bridge between HR, department leads, and candidates, ensuring consistent communication and a smooth recruitment experience. Additionally, Talent Partners may coordinate with onboarding, diversity & inclusion, and employer branding teams to ensure a holistic approach to attracting and retaining talent. This collaborative environment enables Talent Partners to deliver tailored solutions and adapt quickly to changing organizational needs.

What is the difference between Talent Partner vs Recruiter?

AspectTalent PartnerRecruiter
Primary RoleStrategic talent planning and building long-term relationshipsSourcing and screening candidates for specific roles
Work EnvironmentCollaborates closely with hiring managers and HR teamsFocuses on candidate outreach and interview coordination
Required CredentialsOften HR or talent acquisition experience, strong communication skillsRecruitment experience, familiarity with ATS systems
Industry UsageCommon in larger organizations with strategic HR functionsWidespread across industries for volume hiring

While both roles focus on talent acquisition, a Talent Partner takes a strategic, long-term approach to talent management, working closely with leadership. A Recruiter typically handles the immediate hiring needs, focusing on candidate sourcing and screening. Understanding these differences helps organizations align their hiring strategies effectively.

What are the most commonly searched types of Talent Partner jobs in Tennessee?

The most popular types of Talent Partner jobs in Tennessee are:

What cities in Tennessee are hiring for Talent Partner jobs?

Cities in Tennessee with the most Talent Partner job openings:

What are popular job titles related to Talent Partner jobs in TN?

For Talent Partner jobs in TN, the most frequently searched job titles are:

Infographic showing various Talent Partner job openings in Tennessee as of August 2026, with employment types broken down into 86% Full Time, 8% Part Time, and 6% Contract. Highlights an 87% Physical, 4% Hybrid, and 9% Remote job distribution, with an average salary of $83,752 per year, or $40.3 per hour.

Talent Acquisition Partner

fogelman

Memphis, TN • On-site

Full-time

Posted 19 days ago


Fogelman rating

8.3

Company rating: 8.3 out of 10

Based on 8 frontline employees who took The Breakroom Quiz

47th of 205 rated real estate companies


Job description

POSITION SUMMARY

The Talent Acquisition Partner manages full-cycle recruitment for assigned property-based. This role partners with hiring managers and operational leaders to attract, assess, and hire qualified talent while ensuring a positive candidate experience and consistent hiring practices. Responsibilities include sourcing strategy, candidate screening, requisition management, talent pipeline development, recruiting reporting, and hiring manager support.

The Talent Acquisition Partner also contributes to employer branding initiatives, industry partnerships, community engagement activities, and workforce planning efforts that support organizational growth and talent acquisition objectives.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Full Life Cycle Recruiting & Hiring Manager Partnership

  • Manage full-cycle recruitment for assigned positions from requisition intake through offer acceptance and onboarding handoff.
  • Partner with hiring managers to define staffing needs, establish candidate success profiles, align interview processes, and support effective hiring decisions.
  • Serve as a trusted recruiting partner by providing guidance on recruiting processes, labor market conditions, candidate availability, and hiring best practices.
  • Support recruiting efforts related to acquisitions, transitions, new developments, and other organizational staffing initiatives.
  • Collaborate with Human Resources, operational leaders, and Talent Acquisition team members to support hiring priorities and staffing needs.

Candidate Sourcing & Pipeline Development

  • Source and attract qualified candidates through job postings, candidate outreach, employee referrals, networking events, community partnerships, career fairs, and other recruiting channels.
  • Participate in talent attraction, recruitment marketing, and community outreach activities that support hiring efforts.
  • Maintain awareness of labor market conditions and candidate availability to support recruiting outcomes.

Candidate Experience & Recruitment Operations

  • Review applications, conduct candidate screenings, assess qualifications, and advance qualified candidates through the hiring process.
  • Coordinate candidate communications, interviews, and assessments throughout the selection process.
  • Prepare and coordinate employment offers, facilitate candidate acceptance, and support pre-employment and onboarding activities.
  • Maintain accurate candidate records, requisition activity, and hiring documentation within the applicant tracking system.
  • Ensure recruiting activities comply with company policies, hiring procedures, and applicable employment practices.

Reporting, Training, & Continuous Improvement

  • Provide recruiting updates regarding open positions, pipeline activity, hiring progress, and recruiting challenges.
  • Track recruiting metrics and identify trends that support informed hiring decisions and process improvements.
  • Provide guidance and support to hiring managers on recruiting processes, interviewing best practices, candidate evaluation, and applicant tracking system functionality.
  • Identify opportunities to improve recruiting efficiency, candidate experience, and hiring process consistency.

Employer Branding & Community Engagement

  • Represent Fogelman through industry associations, educational institutions, community partnerships, career fairs, networking events, and other talent attraction initiatives.
  • Promote associate engagement, professional development, and industry involvement through participation in relevant organizations and partnerships.
  • Support efforts that strengthen Fogelman's employment brand and visibility within target talent markets.
  • Participate in recruiting events and community engagement activities that support talent pipeline development and organizational growth.
  • Perform other duties and special projects as assigned in support of Talent Acquisition, associate engagement, and organizational objectives.

Required Qualifications

  • 3+ years of full-cycle recruiting, talent acquisition, staffing, human resources, or related experience.
  • Experience recruiting for hourly and salaried operations, customer service, maintenance, hospitality, retail, property management, or similar positions.
  • Experience sourcing, screening, interviewing, and managing candidates throughout the hiring lifecycle.
  • Experience utilizing applicant tracking systems and recruiting technologies.
  • Strong communication, organization, stakeholder management, and relationship-building skills.
  • Ability to manage multiple requisitions and priorities in a fast-paced environment.
  • Working knowledge of employment laws, recruiting best practices, and compliant hiring processes.
  • Proficiency with Microsoft Office 365 and related recruiting platforms.

Preferred Qualifications

  • Experience recruiting within multifamily housing, property management, hospitality, retail, service, maintenance, logistics, or other distributed workforce environments.
  • Experience with Dayforce or similar ATS/HRIS platforms.
  • Experience with social sourcing, recruitment marketing, career fairs, and community-based recruiting initiatives.
  • Bachelor's degree in Human Resources, Business, Communications, Psychology, or a related field; or an equivalent combination of education and experience

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