Talent Acquisition Partner

At Cresa, we believe our clients deserve better. A better space to work, create, build, grow. A better outcome for their people and organization. A better partner who puts their needs first, helping them navigate the landscape, tilting the playing field in their favor and giving them an insider’s edge.

Our mission is to find and foster the best environment for every business. Our purpose is to think beyond space - strengthening those we serve and enhancing quality of life for our clients and employees. We are built to champion our clients’ aspirations through real estate. When considering partnership, we strive to connect with those who share our values: Work Together, Create Value, Be Tenacious, Enhance Community, and Embrace Diversity.

We believe in being the change. We work together to find new ways of doing things that create value for our clients — and for each other. Because there is not much that feels better than collaborating to make a positive difference each day.

At Cresa, we offer an opportunity to be part of something bigger. To learn, advance, mentor and be recognized. Your voice will be heard, and you will be valued for both your individual and team contributions.

Summary

The Talent Acquisition Partner applies specific business and labor market knowledge to help the organization and candidates reach optimal hiring decisions. The Talent Acquisition Partner brings the voice of talent strategy to hiring decisions, with an understanding of internal and external talent pipelines that they’ve curated. They don’t just fill requisitions; they optimize them in the context of the broader talent strategy. Strong candidates in this role will have high proficiency in ethical practices, business acumen consultation, critical evaluation, communication, inclusivity and cultural effectiveness, and relationship management. In addition, they will have the ability to lead work and demonstrate organizational savvy.

Essential duties and responsibilities

• Bring the voice of talent strategy to hiring decisions by identifying how changes in business strategy impact talent needs and helping hiring managers make trade-offs between quality and speed.
• Recruitment process expert that focuses on navigating the function’s process and tools to fill open requisitions and help clients use these tools.
• Educate hiring managers on what skills or characteristics matter most when they evaluate candidates.
• Champion and guide hiring managers on how to build a diverse talent pool and workforce.
• Provide advisory support (vs. just filling requisitions) to hiring managers by ensuring they prioritize position requirements based on business needs, outlining the talent and business risks of hiring specific candidates, and challenging hiring managers on talent assumptions.
• Pipeline management capabilities to have active engagement in the labor market, such as reaching out in new ways to locate diverse prospects, building relationships with potential talent, and helping to match the candidate to the job.
• Understand the availability of talent across critical talent segments and learn the best sourcing channels and messages to reach them.
• Strategic Advisor capabilities demonstrate a deep understanding of strategic business priorities and how the organization measures success. Communicate in the “language” of the business and make recommendations based on how positions create value to the business.
• Anticipates the changing needs of hiring managers and candidates.
• Develops knowledge of the labor markets in which they recruit.
• Maintains a strong network of relationships with internal stakeholders.
• Ensures Talent Acquisition is recognized as a strategic business partner by hiring managers through relationship development and demonstrating a deep understanding of the business.
• Creates a strong external network and pipeline of future talent.

Qualifications

• Initiates and is comfortable with direct client interaction and consulting relationships.
• Strong consulting skills and lead through influence, collaboration, and subject matter expertise.
• Demonstrated experience with organized workflows and follow-through.
• Business acumen and curiosity to determine the best talent for the role/company
• Ability to work in a fast paced, growth environment.

Education/Experience

• Bachelor’s Degree or equivalent experience in the field.
• 3+ years of experience in a business environment.
• Experience in talent acquisition/recruiting prefer

Physical Requirements:

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions in accordance with the Americans with Disabilities Act.

NOTE: The job description is an overview of the functions and requirements for this position. This document is not intended to be an exhaustive list encompassing every duty and requirement of this position; supervisors may assign other duties as deemed necessary.

Cresa is committed to developing and maintaining a diverse workforce. Cresa strongly believes in equal opportunity extended to all individuals in all aspects of the employment relationship without regard to race, color, religion, belief, creed, age, sex, pregnancy or maternity (including childbirth and related conditions), family responsibility (e.g. child care, elder care), nationality, ethnic or national origin or ancestry, citizenship, marital status, civil partner status, sexual orientation, gender identity or expression, transgender status, veteran’s status, genetic information, political view or status as a qualified individual with a disability, protected leave status or any other protected characteristic in accordance with applicable law.