Sr. HR Business Partner – Talent Acquisition

As a Sr. HR Business Partner – Talent Acquisition at Amentum, your primary responsibilities will include aligning recruitment efforts with business strategy, leading and mentoring a high-performing recruiting team, and implementing effective candidate experience improvements. You’ll be tracking recruiter performance, ensuring data accuracy for workforce planning, and enhancing the company's employer branding.

To qualify for the Sr. HR Business Partner – Talent Acquisition role at Amentum, candidates should possess a Bachelor's degree in HR, Business, or a related field. Additionally, having 8+ years of experience in talent acquisition or HR business partnerships, particularly in government contract recruiting, is essential. Strong leadership skills and familiarity with ATS and HR analytics tools are also important.

Key skills for a Sr. HR Business Partner – Talent Acquisition at Amentum include expertise in full-cycle recruiting, impeccable communication abilities, strategic thinking, and problem-solving skills. Collaboration with cross-functional teams and a commitment to driving continuous improvement initiatives are also highly valued.

Yes, US citizenship is required for the Sr. HR Business Partner – Talent Acquisition position at Amentum due to the necessity of obtaining and maintaining facility credentials associated with contract work locations.

Absolutely! Amentum is proud to be an Equal Opportunity Employer, committed to providing equal employment opportunities without regard to race, religion, sex, or any other protected category. This commitment extends to all aspects of hiring and employment for the Sr. HR Business Partner – Talent Acquisition position.

In answering this question, focus on specific projects or roles you’ve had, explaining the unique challenges of recruiting for government contracts. Highlight your knowledge of compliance regulations and your strategies for attracting top talent in this sector.

Respond by discussing your methods for understanding business objectives, such as regular meetings with leadership and utilizing data analytics. Give examples of how you’ve adapted recruitment strategies to meet changing business needs in previous roles.

It's essential to mention several metrics such as time-to-fill, quality of hire, and candidate satisfaction. Discuss how you track these metrics and provide examples of how they've influenced your team's strategy and performance.

Outline specific initiatives you've implemented to improve candidate experience, like streamlining the application process, maintaining clear communication, and gathering feedback from candidates for continuous improvement.

You can discuss various strategies like networking, attending industry events, and leveraging social media platforms. Share a success story where your proactive sourcing led to a successful hire for a hard-to-fill position.

Explain your approach to conflict resolution, emphasizing open communication and fair mediation. Provide an example of a conflict you've resolved and how it led to a more cohesive team environment.

Discuss the specific tools you are familiar with and how you've used analytics to drive recruitment decisions. Provide examples illustrating how data analysis influenced your hiring outcomes at previous companies.

Share details about an employer branding campaign, its objectives, execution, and results. Highlight how it positively impacted recruitment efforts, such as increased application rates or improved employer reputation.

Discuss various methods such as regular audits, software solutions, and collaboration with team members. Explain why maintaining data integrity is crucial for workforce planning and strategic initiatives.

Mention specific resources such as industry publications, webinars, and professional networks. Share your commitment to continuous learning and how it enhances your approach to the Sr. HR Business Partner – Talent Acquisition role.