Senior Talent Acquisition Partner

Level: Senior Individual Contributor
Reports To: SVP of Talent & Culture
Location: Flexible / Hybrid

The Senior Talent Acquisition Partner is a strategic, consultative partner who leads full-cycle hiring in CIP’s talent-based organization. This role combines innovative sourcing, strengths-aligned selection, assessment-informed decision-making, and close partnership with hiring leaders to ensure every hire advances organizational performance, culture, and our Core Focus of building an exceptional community experience.

With expertise in assessment-driven selection, talent-based job design, and candidate experience, the Senior Talent Acquisition Partner elevates hiring quality by aligning candidates’ natural strengths with the outcomes and success traits of each role.

At CIP, our roles may look different, but they are united by a common thread. Each responsibility is rooted in one or more of our CIP Core Values. Together, we stay connected and grounded in what matters most to us.

Your responsibilities include but are not limited to:

Seek Excellence

Good is never enough. Through personal innovation and collaboration, we are driven to be the best.

· Lead the end-to-end recruitment process using a strengths-based, assessment-informed approach, from intake and sourcing through selection, offer, and onboarding handoff.

· Create talent-based job advertisements that clearly communicate role outcomes, success traits, natural strengths, and CIP’s culture.

· Integrate validated assessments into selection; interpret results and guide hiring managers on strengths alignment, competencies, and role requirements.

· Facilitate structured interviews that evaluate demonstrated competencies and natural talent themes consistently and fairly.

· Use recruiting metrics, assessment insights, market intelligence, and funnel data to strengthen hiring decisions and continuously improve outcomes.

· Maintain expertise in CIP’s assessment tools and contribute to the ongoing refinement of talent profiles, success indicators, and selection frameworks.

Serve with Integrity

We walk our talk and do the right thing. We are accountable to each other and those we serve.

Apply structured, job-related selection practices consistently and support equitable hiring decisions grounded in role requirements, candidate evidence, and organizational needs.

· Provide candidates and hiring managers with clear, timely, and candid communication regarding expectations, process, compensation, benefits, and CIP culture.

· Protect candidate and employee confidentiality and maintain accurate documentation in the applicant tracking system or HRIS.

· Coordinate background checks, reference checks, employment verifications, and onboarding handoffs in accordance with company policy and applicable requirements.

Lead with Humble Confidence

We are confident that our knowledge and experience set us apart. We humbly embrace feedback to elevate each other to our highest potential.

Serve as a trusted advisor to leaders by defining success profiles, role outcomes, selection criteria, and talent needs.

Coach hiring managers on structured interviewing, assessment interpretation, selection best practices, and strengths-aligned decision-making.

Partner with Talent & Culture leader to support strengths-based coaching initiatives across the organization, including individual and team coaching, strengths education, workshops, and the practical application of assessment insights.

Provide clear, actionable recommendations based on candidate evidence, talent insights, market conditions, and organizational priorities.

Build strong cross-functional partnerships to deliver a consistent, equitable, and high-quality hiring experience while representing CIP professionally with candidates and community partners.

Cultivate Optimism

We approach challenges with a solution-based mindset. We foster an atmosphere of encouragement and support.

· Deliver a warm, transparent, strengths-focused candidate experience from first contact through offer and transition to onboarding.

· Build and execute creative sourcing strategies across social platforms, talent communities, referral networks, targeted outreach, educational institutions, and community partnerships.

· Develop diverse, high-quality talent pipelines and refine sourcing approaches by analyzing channel and funnel performance.

· Represent CIP’s employer brand with authenticity, clarity, and enthusiasm, and continuously improve recruiting tools, workflows, and candidate touchpoints.

What You Need for Success

· Ability to work in alignment with CIP’s Core Values while delivering dependable service and exceptional experiences to candidates, hiring leaders, and coworkers.

· Bachelor’s degree in Human Resources, Organizational Psychology, Business, or a related field.

· Minimum five years of full-cycle recruiting experience, preferably in a strengths-based or assessment-driven environment.

· Demonstrated ability to consult with leaders, influence hiring decisions, and translate talent, market, and recruiting data into practical recommendations.

· Experience integrating validated assessments into selection processes and facilitating assessment interpretation with hiring teams.

· Certification in assessment tools is strongly preferred.

· Strong sourcing capability with a track record of building high-quality, diverse candidate pipelines.

· Exceptional communication, relationship-building, facilitation, organization, and problem-solving skills.

· Ability to maintain strict confidentiality, manage multiple priorities, and use an applicant tracking system or HRIS accurately.

· Passion for strengths-based talent strateg, and exceptional candidate experiences.

Work Environment

· We provide safe and healthy work environments.

· We work hard and have fun while building exceptional community experiences.

· We celebrate diversity and inclusion and are proud to be an Equal Opportunity Employer.

· Physical demands may include standing, sitting, walking, climbing stairs, using hands and fingers, talking, hearing, and seeing. Regular lifting and/or moving up to 50 pounds may be required.

Reasonable accommodation may be provided to enable qualified individuals with disabilities to perform the essential functions of this role, provided such accommodation does not impose an undue hardship on business operations.