The Talent Acquisition Partner delivers consultative services to leaders and other HR professionals, in collaboration with the HR Business Partner and HR Director of Accounts/CRL, on strategic talent initiatives. Builds and maintains relationships with client stakeholders. Collaborates with leaders to understand strategic talent objectives, partners with colleagues on workforce planning initiatives and designs HR solutions that drive impactful talent acquisition results to meet workforce needs. The Talent Acquisition Partner is responsible for analyzing and interpreting data, monitoring external market trends to inform decision making and future-focused solutions, applying best practice principles, providing talent expertise, and using persuasion to drive decisions. Develops talent goals and partners with colleagues to drive results with key performance indicators. Provides interpretation of complex and interdependent recruitment needs. Engages leaders to identify recommended options and resources to meet strategic needs and to build support for identified solutions. The Talent Acquisition Partner collaborates with other parts of HR in a client-centric team approach to support customers' strategic needs and to operationalize HR programs and solutions. Uses critical thinking, judgment, and persuasion to drive decisions that are in alignment with Mayo Clinic Values, recognizing site and cultural differences. The Talent Acquisition Partner is a strong collaborator across HR, delivering future focused planning services such as workforce and succession planning, organizational design, etc. Collaborates with internal and external colleagues and partners on brand management guidelines. The Talent Acquisition Partner is a project manager and people leader; guiding multi-disciplinary teams to design and implement HR solutions that are relevant and of high value and impact to customers. The Talent Acquisition Partner will lead strategic recruitment initiatives for Advanced Practice Providers (APPs), with an initial emphasis on supporting Certified Registered Nurse Anesthetists (CRNAs). The ideal candidate will demonstrate flexibility and adaptability, evolving their recruitment support in alignment with shifting organizational priorities and future workforce demands. 

Bachelor's degree in a Human Resources, Business Administration, or related field and five (5) years recruitment experience required. If no degree, nine (9) years of relevant HR experience is required. Excellent oral and written communication skills. Ability to execute talent and marketing plans. Understanding of talent systems required and proficiency with digital technology/platforms.

Prefer at least one year experience in hospital setting. Preferred certifications include: Professional in Human Resources (PHR); Senior Professional in Human Resources (SPHR); Global Professional in Human Resources (GPHR); Society for Human Resource Management Certified Professional (SHRM-CP), Society for Human Resource Management Senior Certified Professional (SHRM-SCP); Recruiter Academy Certified Recruiter (RACR); Association of Staff Physician Recruiter (ASPR); or certifications issued by Human Capital Institute (HCI)

 Experience supporting recruitment initiatives for advanced practice providers is preferred.