Job Overview

As a TA Partner, you are responsible for the full recruitment process, from planning to hiring. You work closely with hiring managers and HR partners, as well as broader business stakeholders to attract the right talent and ensure positive, consistent experience for candidates and all stakeholders. You act as a trusted partner to the business, supporting not only hiring managers but also functional leaders in anticipating future workforce needs. You contribute talent market insights that support broader HR and business planning  

Main tasks:

Stakeholder Management & Business Partnership 

• Build strong relationships with hiring managers, HR Business Partners, and broader business stakeholders for your assigned site, plant, or recruitment project. 

• Act as a trusted advisor, providing guidance on hiring needs, talent availability, and recruitment feasibility. 

• Support functional leaders in planning for current and future workforce needs through talent market insights. 

• Ensure consistent communication and alignment with stakeholders throughout the recruitment lifecycle 

TA Strategy & Delivery 

• Manage end-to-end recruitment. 

• Act as the main TA contact for site leadership and hiring managers. 

• Understand workforce needs (for example: hiring volumes, shift patterns, and turnover) and plan recruitment activities in advance. 

• Work with HR Business Partners to align hiring with workforce planning and succession needs. 

• Develop sourcing strategies tailored to business priorities and talent market conditions. 

• Provide data‑driven insights to support decision‑making and continuous improvement. 

Sourcing and Candidate Experience 

• Develop a deep understanding of the roles, teams, and skills required for each vacancy to ensure accurate and effective sourcing. 

• Build and execute targeted sourcing strategies using diverse channels, including proactive sourcing, referrals, platforms, and talent pools. 

• Screen and pre‑select candidates based on skills, experience, and role fit, ensuring a high‑quality shortlist for hiring managers. 

• Maintain and nurture strong talent pipelines for critical, hard‑to‑fill, and recurring roles. 

• Continuously assess sourcing effectiveness, and adjusting approaches based on market dynamics and stakeholder needs.  

Operational Excellence 

• Identify and resolve recruitment challenges together with hiring managers. 

•  Maintain high levels of system data quality and use KPIs and dashboards to track progress and support continuous improvement. 

• Improve recruitment processes with a focus on speed, quality, and experience. 

Inclusion and Employer Branding 

• Build strong and diverse talent funnels wherever feasible, using market insights, demographic data, and sourcing intelligence to guide outreach and selection. 

• Apply and support diversity and inclusion principles in all hiring activities and ensure fair, objective, and bias‑aware screening and selection practices throughout the recruitment process. 

• Contribute to TA projects and initiatives. 

• Build and maintain relationships with external partners, networks, and communities that can strengthen outreach and broaden access to diverse talent pools. 

Your ideal background:

Professional skills 

•  Ability to manage the full recruitment cycle independently, applying structured and bias‑aware evaluation methods. 

• Skilled or comfortable learning and using ATS, CRM, and digital sourcing tools as part of daily work. 

Stakeholder and Collaboration 

• Ability to build trusting relationships with stakeholders at different levels. 

• Confidence working in a matrix and international environment. 

• Strong collaboration skills and ability to manage multiple priorities. 

Data and Continuous Improvement 

• Comfortable using recruitment data and KPIs to guide decisions. 

• Continuous improvement mindset. 

• Ability to maintain high levels of data accuracy and information quality across TA systems. 

Communication and mindset 

• Clear and adaptable communication skills. 

• Resilient, flexible, and accountable in navigating changing environments. 

• Commitment to fair and inclusive hiring within own area of responsibility.
• Languages: English - must have / German or French preferred

Nice to have 

• Ability to use recruitment data to support prioritization and risk awareness. 

• Ability to learn and navigate different labor markets, cultural contexts, and stakeholder expectations. 

• Strong learning agility and adaptability 

• Good data accuracy and information management skills. 

Note: Seniority in this role is determined by the level of mastery, independence, and impact demonstrated across these skills- not by tenure or years of experience. 

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Competencies