Senior Talent Acquisition Partner

This role defines what great looks like in talent acquisition at Reynolds at the individual contributor level, setting the standard for how we advise, influence, and deliver exceptional hiring outcomes.

 

The Senior Talent Acquisition Partner is a strategic talent advisor who leads complex, high-impact hiring across the organization. Operating in close partnership with senior leaders, hiring managers, and HR, this role translates business priorities into disciplined, thoughtful hiring strategies that enable organizational growth.

 

Beyond managing requisitions, this role shapes hiring decisions, elevates hiring manager capability, and brings clarity to complex searches. With a strong command of talent market intelligence, sourcing strategy, and structured selection practices, the Senior TA Partner ensures that hiring is both competitive in the market and rigorous in execution.

 

This role demonstrates how we show up “shiny and strong”—polished in how we engage with candidates and stakeholders, and disciplined in how we execute hiring processes, apply data, and ensure consistency in decision-making.

 

As a trusted advisor, the Senior Talent Acquisition Partner influences without authority, brings perspective to ambiguous hiring needs, and helps the organization make better, faster, and more confident talent decisions. They also contribute to building overall TA capability by mentoring peers, strengthening hiring practices, and advancing the function through continuous improvement.

1. Strategic Talent Partnership

• Partner with senior leaders, hiring managers, and HR Business Partners to understand business priorities and translate them into effective hiring strategies.
• Lead intake discussions that clarify role objectives, success profiles, and candidate market dynamics.
• Provide consultative guidance to hiring leaders on effective hiring practices, candidate assessment, and interview strategy.
• Serve as a trusted advisor to stakeholders throughout the hiring lifecycle, ensuring alignment between business needs and talent outcomes.

2. Talent Market Intelligence

• Provide hiring leaders with labor market insights including talent availability, competitive hiring practices, geographic talent trends, and compensation expectations.
• Use talent market data and recruiting analytics to guide sourcing strategies and inform hiring decisions.
• Identify trends that may impact the organization’s ability to attract or retain key talent and recommend strategic adjustments when necessary.

3. Talent Attraction and Sourcing Strategy

• Design and execute proactive sourcing strategies to build diverse, high-quality candidate pipelines.
• Leverage a mix of innovative and traditional channels including networking, social platforms, talent communities, referral strategies, targeted recruitment marketing, and industry engagement.
• Develop compelling job advertisements and outreach messaging that effectively attract top talent.

4. Candidate Assessment and Selection

• Conduct meaningful candidate evaluations to assess capability, motivations, and alignment with role requirements and organizational culture.
• Guide hiring teams through structured, competency-based interviewing practices to ensure consistent and objective hiring decisions.
• Provide thoughtful candidate insights and recommendations to hiring teams.

5. Candidate and Hiring Manager Experience

• Ensure an exceptional candidate and hiring manager experience through clear communication, proactive engagement, and transparent processes.
• Maintain strong feedback loops with hiring teams to sustain momentum and recalibrate hiring strategies when needed.

6. Offer Strategy and Candidate Closing

• Partner with HR and Compensation teams to develop competitive and equitable offer packages aligned with internal equity and market benchmarks.
• Demonstrate fluency across multiple compensation structures including hourly, salaried, bonus, and incentive-based compensation models.
• Effectively communicate total rewards packages to candidates, including base salary, incentive opportunities, and benefits.
• Manage candidate expectations and negotiate offers to achieve successful hiring outcomes while maintaining positive candidate relationships.

7. Diversity, Compliance, and Hiring Discipline

• Promote equitable hiring practices by applying a diversity and inclusion lens across the end-to-end recruiting process.
• Ensure adherence to regulatory requirements including EEO, OFCCP, DOL, and applicable employment laws.
• Maintain accurate recruiting documentation and compliance within the Applicant Tracking System.
• Serve as a role model for compliant recruiting practices, ensuring accurate candidate documentation, dispositioning, and adherence to regulatory requirements within the Applicant Tracking System.

8. Capability Building and Functional Leadership

• Mentor and support Talent Acquisition Partners and other recruiting team members in sourcing strategy, stakeholder engagement, and candidate assessment practices.
• Help hiring leaders strengthen interviewing and selection capability.
• Contribute to the evolution of Talent Acquisition practices, processes, and tools.

9. Vendor and Resource Management

• Manage relationships with external recruiting partners when necessary, including search firms and recruiting vendors.
• Ensure appropriate use of external resources while maintaining compliance with company policies and standards.

Required

• Bachelor’s degree required, or equivalent combination of education and relevant experience
• 7+ years of progressive talent acquisition experience in corporate, agency, or RPO environments.  Demonstrated experience in:
  • Leading complex or hard-to-fill searches across professional and leadership roles
  • Partnering with senior stakeholders on hiring strategy
  • Direct sourcing and proactive pipeline development
  • Using labor market insights and recruiting analytics to guide hiring decisions
  • Mentoring or guiding other Talent Acquisition team members
  • Navigating and explaining diverse compensation structures and incentive programs during the offer process
• Strategic Talent Advisory - Strong business acumen with the ability to align talent acquisition strategies with business objectives. Ability to influence senior stakeholders and guide disciplined hiring decisions.
• Talent Market Intelligence - Ability to interpret and communicate labor market trends, compensation insights, and talent availability. Skilled at translating market insights into effective recruiting strategies.
• Advanced Sourcing Strategy - Demonstrated success developing creative and proactive sourcing strategies for complex talent needs. Expertise in direct sourcing, talent mapping, and pipeline development.
• Candidate Assessment Expertise - Strong capability in behavioral and competency-based interviewing techniques. Ability to guide hiring teams through structured and effective selection practices.
• Compensation and Offer Strategy - Demonstrated understanding of multiple compensation models including hourly, salaried, bonus, and incentive-based structures. Ability to clearly communicate total rewards and compensation frameworks to candidates. Skilled at navigating candidate expectations while maintaining internal equity and market competitiveness.
• Stakeholder Influence - Strong consultative partnership skills. Ability to influence without direct authority.
• Data-Driven Decision Making - Ability to leverage recruiting metrics and analytics to drive hiring strategy and continuous improvement.
• Organizational Effectiveness - Exceptional prioritization and project management skills in fast-paced environments. Strong attention to detail and compliance discipline. Ability to handle sensitive and confidential information appropriately.
• Demonstrated working knowledge of employment regulations impacting the recruiting process including OFCCP, EEO, and DOL requirements
• Experience ensuring compliant recruiting documentation, dispositioning, and recordkeeping within an Applicant Tracking System
• Proficiency using recruiting technologies and ATS platforms to manage the end-to-end recruiting lifecycle and maintain data integrity

Preferred

• iCIMS ATS experience
• Background in public company or PE-backed environments
• Familiarity with multi-site manufacturing labor markets and pay transparency regulations
• Proactive mindset and a strong drive for results. 

Want to know more? Check out our website or connect with us on LinkedIn!

 

Apply today to join a fast-growing innovative company!

 

Not a good fit but know someone who is? Please refer them!

 

Local candidates only, no relocation assistance available

 

Join Reynolds Consumer Products and Unwrap Your Potential in a world of opportunity!

 

For applicants or employees who are disabled or require a reasonable accommodation for any part of the application or hiring process, you may request assistance by emailing us at Recruitment@ReynoldsBrands.com.

 

No recruiter calls or emails please.

 

RCP affords equal employment opportunities to applicants without regard to race, color, religion, age, disability status, sex, marital status, protected veteran status, pregnancy, national origin, genetics, genetic information, parental status, or any other characteristic protected by federal, state or local law. RCP conforms to the spirit as well as to the letter of all applicable laws and regulations.

USD $85,600.00 - USD $120,900.00 /A

Role is eligible for 5% annual incentive provided the business meets financial goals and the individual meets their performance goals, subject to plan administration guidelines.