Talent Acquisition Business Partner

Location: Concord, MA (Hybrid preferred) | Open to remote with regular travel
Reports to: VP of Human Resources

We are looking for a highly capable and forward-thinking Talent Acquisition Business Partner to both deliver exceptional hiring outcomes and build a modern, scalable talent acquisition function.

This is a high-impact individual contributor role for someone who thrives at the intersection of hands-on recruiting, data-driven decision-making, and functional build-out. You will partner closely with business leaders to attract top technical talent across sales, applications, service, and regional head office —while also optimizing the processes, tools, and strategies that elevate how we hire.

This role is ideal for someone who wants to do more than day-to-day execution and shape the future of hiring as a strategic capability.

1. End-to-End Talent Acquisition

• Lead full-cycle recruitment across technical sales, applications, service, and regional head office roles
• Develop high-quality candidate pipelines using both traditional and innovative sourcing approaches
• Drive efficient, high-quality hiring processes from intake through offer

2. Talent Strategy & Workforce Planning

• Partner with senior leaders to translate business goals into hiring plans and talent strategies
• Build forward-looking talent pipelines aligned to future skill needs
• Provide market intelligence on talent availability, compensation, and competitor activity
• Advise on “build vs. buy” talent decisions and workforce planning
• Leverage advanced sourcing techniques, including AI-powered tools and talent mapping
• Identify and engage passive talent across niche technical domains

3. Candidate Assessment & Selection Excellence

• Design and implement structured, competency-based interview frameworks
• Introduce best-in-class selection methods (behavioral interviews, case studies, work samples)
• Use of a suite of psychometric tools to ensure robust hiring.
• Ensure consistency, fairness, and high predictive validity in hiring decisions
• Train and guide hiring managers on effective evaluation practices

4. Recruiting Operations & Process Design

• Design and optimize scalable, efficient hiring processes across the organization
• Work with and enhance ATS workflows, data integrity, and reporting structures
• Introduce standardized scorecards, interview kits, and decision frameworks
• Evaluate and implement tools, technologies, and external partners

5. Data, Analytics & Continuous Improvement

• Define and track key recruiting metrics (e.g., time-to-fill, quality of hire, funnel conversion)
• Build dashboards and deliver insights to inform hiring decisions
• Use data to identify bottlenecks and continuously optimize outcomes
• Drive experimentation and adoption of AI-enabled recruiting practices

6. Stakeholder Partnership & Influence

• Act as a trusted advisor to hiring managers and leadership teams
• Challenge assumptions and guide decision-making using data and market insight
• Build strong alignment and accountability across the hiring process
• Partner across region and with central functions to align best practices

7. Candidate Experience & Employer Brand

• Own and continuously improve the end-to-end candidate experience
• Ensure clear, timely communication throughout the hiring journey
• Support inclusive hiring practices and diverse talent attraction
• Develop branding toolkit in conjunction with Marketing and Group TA to dive a regional EVP linked to overall Oxford Instruments Brand

Core Experience

• Proven success recruiting for technical roles (e.g., technical sales, applications, service, engineering, or similar)
• At least 7 years of experience in Talent Acquisition
• Experience operating in a technical environment
• Demonstrated ability to build or significantly improve recruiting processes

Capabilities

• Strong expertise in structured interviewing and modern selection methods
• Experience using data and analytics to drive hiring decisions
• Familiarity with AI-driven recruiting tools and sourcing technologies
• Ability to move seamlessly between strategy and hands-on execution
• Excellent stakeholder management and influencing skills
• Process-oriented mindset with a focus on scalability and efficiency
• Experience with psychometric tools for recruitment

Tools & Technologies

• Experience with ATS platforms and recruiting systems
• Advanced sourcing capabilities (LinkedIn, talent platforms, AI tools)
• Exposure to talent analytics, dashboards, and reporting tools

• Predictable, efficient hiring aligned with business needs
• Improved quality of hire and hiring manager satisfaction
• Strong, diverse talent pipelines across key roles
• Consistent, structured hiring practices across the organization
• Clear visibility into recruiting performance and insights
• Reduced reliance on external agencies and optimized cost-per-hire

Compensation:

In accordance with Massachusetts law, the expected salary for this full-time, benefited position is between $90,000 - $115,000. The actual compensation will be determined considering factors such as relevant skills and experience and other factors permitted by law. 

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