Recruiting Business Partner II

The Recruiting Business Partner (RBP) II owns the full-cycle recruiting process for multiple client teams, serving as the primary point of contact from requisition intake through offer acceptance. This role partners with hiring managers, sourcers, and recruiting coordinators to develop and execute talent attraction strategies that deliver top talent against tight timelines. The RBP II builds trusted client relationships, drives positive candidate experiences, and leverages data and market insights to influence hiring decisions and mitigate pipeline risks. In addition to managing a diverse requisition portfolio, this role leads recruiting projects, champions process improvements, and mentors junior team members. The ideal candidate is a collaborative, data-driven recruiter who thrives in a fast-paced environment, balances competing priorities with sound judgment, and communicates effectively with stakeholders at all levels.

Key job responsibilities

Client Partnership: Understand the needs of client teams you support and effectively communicate this to candidates; seek differing methodologies to identify solutions

Candidate Experience: Drive positive candidate experiences by influencing teams to follow best practices (compliant JDs, clear value propositions, effective messaging)

Candidate Preparation: Coach candidates on behavioral interviewing techniques and the overall interview process

Offer Management: Set accurate expectations on compensation/leveling; effectively negotiate offers and close candidates

Hiring Manager Enablement: Educate HMs and interviewers on best practices (unconscious bias, phone screen training, assessments, MGHD, SFI, etc.)

Data & Reporting: Collaborate with stakeholders and use data to influence hiring and business decisions; deliver reporting and analysis (job-title mapping, compliance metrics, compensation trends)

Risk Mitigation: Identify and mitigate risks (missing pipeline goals, candidate closing, SLAs); accelerate progress by clearing blockers and escalating appropriately

Projects: Own one or more recruiting projects that improve candidate engagement (conference selection, referral sessions, etc.)

Process Improvement: Improve consistency of tool documentation, data integrity, and operational excellence; learning to drive adoption of new channels and tools

Mentorship: Begin to mentor; help interview, onboard, and train new team members