Senior Talent Acquisition Partner

Role overview

The Senior Talent Acquisition Partner will own the complete recruitment lifecycle while shaping hiring plans, nurturing relationships with internal stakeholders, and guiding the talent acquisition team. The position is central to the bank’s growth, with responsibility for building strong candidate pipelines and setting sourcing and hiring practices that support broader business objectives.

Strategic hiring and workforce planning

• Work closely with business leaders and other stakeholders to understand both immediate and upcoming hiring demands.
• Create and implement recruitment plans that support the organization’s expansion goals.
• Anticipate future talent needs and develop a proactive pipeline of suitable candidates.

Team leadership and management

• Lead, coach, and oversee a talent acquisition team with at least 3 senior team members directly reporting at Assistant, Deputy, or Manager level.
• Define performance targets, review team output, and raise overall hiring effectiveness.
• Support recruiters with guidance on sourcing approaches, candidate engagement, and stakeholder communication.

End-to-end recruitment ownership

• Manage the full hiring process, including sourcing, screening, interviews, and offer coordination.
• Ensure candidates receive a smooth and positive experience through every stage of hiring.
• Promote consistent recruitment standards and best practices across the process.

Sourcing strategy and employer branding

• Build creative sourcing approaches using job portals, social platforms, professional communities, and employee referrals.
• Contribute to employer branding efforts that help attract high-quality talent.
• Develop and sustain pipelines for business-critical and hard-to-fill positions.

Stakeholder management

• Serve as a reliable advisor to hiring managers on market availability, recruitment trends, and hiring approach.
• Partner with business teams and HR stakeholders to keep hiring priorities aligned.

Data, reporting, and process improvement

• Monitor hiring metrics such as time-to-hire, quality of hire, and pipeline strength.
• Keep recruitment information accurate and updated in the applicant tracking system.
• Spot opportunities to improve processes and make recruitment more efficient and effective.

Skills and qualifications

• Strong background in full-cycle recruitment, ideally in a senior or leadership capacity.
• Hands-on experience managing and mentoring recruiters.
• Advanced capability in sourcing methods, talent mapping, and pipeline creation.
• Excellent communication, relationship-building, and stakeholder handling skills.
• Comfort working with applicant tracking systems and social recruiting platforms.
• Analytical mindset with the ability to use hiring data for decisions.
• MBA or bachelor’s degree in Human Resources, Business Administration, or a related discipline is preferred.

Preferred competencies

• Strategic thinking combined with strong problem-solving ability.
• Comfort operating in a fast-moving, high-growth environment.
• Strong negotiation and influencing skills.
• Commitment to improving the experience of both candidates and hiring managers.