Talent Acquisition Business Partner

About the role

Kraft Heinz is looking for a Talent Acquisition Business Partner in Chicago to develop and run end-to-end talent acquisition strategies for corporate, specialized and hard-to-fill roles. The role advises hiring leaders and HR Business Partners using talent data, market intelligence and external insights, and leads recruiting for IT, Digital, Data, Technology and other specialized capabilities.

Key responsibilities

• Own the full recruiting lifecycle: talent mapping, proactive sourcing, candidate engagement, assessment, selection, offer management and hiring.
• Build proactive talent pipelines and communities for critical, recurring and emerging skill areas.
• Leverage AI-enabled recruiting tools to improve sourcing, candidate identification, recruiter productivity and recruiting effectiveness.
• Use recruiting analytics and market intelligence to give insights on talent availability, competitive landscape, emerging skills, geography and sourcing effectiveness.
• Partner with hiring leaders on job descriptions, sourcing strategies, interview plans and talent attraction approaches.
• Analyze recruiting performance and improve speed, quality, pipeline health, sourcing outcomes and candidate and hiring manager experience.
• Lead cross-functional Talent Acquisition initiatives and explore new technologies, sourcing methods and talent intelligence approaches.

Required profile

• Bachelor's degree in Human Resources, Business, Technology or a related field.
• 5+ years of progressive Talent Acquisition or recruiting experience in a complex, fast-paced environment.
• Demonstrated experience recruiting IT, Digital, Data, Technology or other specialized talent.
• Proven ability to act as a consultative partner and influence hiring decisions.

Required skills

• Strong proactive sourcing: talent mapping, Boolean search, professional networks, passive candidate engagement and technology-enabled sourcing.
• Experience or strong aptitude with AI-enabled recruiting tools and digital technology.
• Strong analytical skills, translating recruiting data and labor-market intelligence into recommendations for business and HR leaders.
• Communication, stakeholder management, project leadership and problem-solving skills.