As a Talent Acquisition Partner, you will act as a trusted strategic advisor to leaders across our Electric Power Division (EPD) and Electrification + Energy Solutions (E+ES) businesses, delivering high‑quality, scalable talent solutions across engineering, manufacturing, technology, and commercial functions.
You will own the end‑to‑end recruitment lifecycle and shape hiring strategies that attract exceptional talent. In this position, you will support the business hiring at all levels, from early talent to senior leaders.
As a Talent Acquisition Partner, you will build strong partnerships with stakeholders, understand workforce needs, and deliver proactive, data‑driven solutions that support organisational growth. This role combines hands‑on recruitment expertise with talent market insight, ensuring an outstanding candidate experience while driving efficient, inclusive, and high‑quality hiring outcomes.
What You Will Do
* Lead end‑to‑end recruitment for a broad range of roles, including engineering, technical, digital, manufacturing, and leadership positions.
* Develop and execute targeted sourcing strategies using LinkedIn Recruiter and CRM tools for hard‑to‑find skill sets such as power generation, electrification, energy storage, grid solutions, and emerging technologies.
* Translate complex technical and business requirements into compelling job narratives to attract top talent.
* Manage and influence hiring managers through the full hiring lifecycle, ensuring timely decisions, effective assessments, and strong offer outcomes.
* Partner closely with business leaders and HR across EPD and E+ES to understand current and future talent needs aligned to business strategy and growth initiatives.
* Provide market intelligence and data‑driven insights on talent availability, compensation trends, and hiring risks to inform decision‑making.
* Proactively engage passive talent through direct sourcing and market mapping.
* Collaborate with global and regional TA teams to ensure aligned processes, governance, and best practices.
* Continuously identify opportunities to improve recruiting efficiency, candidate experience, and quality of hire through process and technology optimisation.
What You Will Have
* Relationship Management: ability to establish and maintain healthy working relationships with hiring managers, HR and TA peers. Level Working Knowledge
* Customer/Market Focus: Understanding of the importance of remaining aware of shifting market priorities and ability to respond to internal and external customer needs in a manner that consistently adds value. Level Extensive Knowledge
* Candidate Screening: Knowledge of techniques, methods and processes of candidate screening; ability to evaluate talent against role requirements, technical competencies, leadership behaviours, and cultural alignment. Level Extensive Knowledge
* Candidate Sourcing: Knowledge of techniques, methods and channels of candidate sourcing; ability to attract, engage, and qualify candidates for immediate job vacancies or as potential long‑term job candidates. Able to build pipelines for hard‑to‑fil skill sets for critical roles within the organisation. Level Extensive Knowledge
* Staffing and Recruiting: Ability to identify, select, and relocate qualified candidates, both internally and externally, for a wide range of positions. Demonstrable experience managing end‑to‑end recruitment and able to partner with hiring managers and wider stakeholders across an organisation. Level Extensive Knowledge
* Workforce Analytics: Knowledge of human resources (HR) and workforce issues and trends; ability to analyse and translate workforce data, information and metrics and apply into actionable insights for business leaders and TA leadership. Level Working Knowledge.
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