Lead, Talent Acquisition Partner

University of Maryland Medical System•Linthicum Heights, MD

35d

About The Position

Under general supervision from Talent Acquisition Leadership, the Lead Talent Acquisition Partner (TAP) leverages platforms to redefine Talent Acquisition for UMMS. The Lead TAP carries a full-cycle requisition load, identifies and engages the right talent, and follows proper methodology and technical processes while assisting candidates and employees in finding the right job faster. They use advanced tools and data-driven strategies, collaborating closely with hiring leaders, sourcers, and operations support to deliver high-quality hires. Embracing emerging technologies, including agentic and generative AI, the Lead TAP enhances the recruitment process, improves decision-making, and operational efficiency. The Lead TAP is a strategic recruiter and informal leader who bridges operations and strategy. They assist with leadership through dotted-line responsibilities, process optimization, and peer coaching. The Lead TAP leads initiatives or specialties, such as hard-to-fill roles, tests and deploys tools, and recommends process changes. They own candidate journey improvements across the lifecycle, advise on workforce strategy, and maintain high trust with leadership. The Lead TAP leads trainings, informs policy updates, and spearheads strategic sourcing and Talent Acquisition projects. They coach peers, support onboarding, provide day-to-day guidance to TAPs, and own metrics for campaigns or segments. Additionally, the Lead TAP leads market intelligence reviews and aligns recruitment messaging with the Employer Value Proposition (EVP). Assist with supervisory responsibility.

Requirements

Bachelor’s degree from an accredited college or university in a related field required. In lieu of a degree, a minimum of four (4) years of relevant experience in a talent acquisition or staffing environment may be considered.
Minimum of five (5) years of progressively responsible talent acquisition experience
Proven full cycle recruiting experience, including networking, attending events, sourcing passive candidates, and hiring talent across a range of roles and levels.
Experience managing and prioritizing multiple searches, projects, and stakeholder requests with a strong sense of urgency and accountability.
Experience in recruitment and HR technologies, including Candidate Relationship Management (CRM) platforms, applicant tracking systems (ATS), social media sourcing, resume databases, and other internet-based recruiting tools.

Nice To Haves

Oversite of the full cycle recruitment processes, ensuring compliance with organizational standards, best practices, relevant laws, and regulations, while improving the candidate experience.
Experience communicating with various stakeholders; including internal and external partners.

Responsibilities

Bridges Talent Acquisition operations and strategy as a strategic recruiter and informal leader.
Assists with leadership and dotted-line responsibilities, focusing on process optimization and peer coaching.
Input into team member performance reviews.
Leads initiatives and specialties, such as hard-to-fill roles, tests and deploys tools, and recommends process changes.
Leads trainings, informs policy updates, and spearheads strategic sourcing and TA projects.
Coaches peers, supports onboarding, provides day-to-day guidance to TAPs, and owns metrics for campaigns or segments.
Owns candidate journey improvements across the lifecycle and advises on workforce strategy with high trust from leadership.
Conducts market intelligence reviews and aligns recruitment messaging with EVP while assisting in management of team members, customer assignments and alignments.
Lead full-cycle recruitment efforts by leveraging advanced tools and data-driven strategies—from proactive intake through seamless offer negotiation—in close collaboration with hiring leaders, sourcers, and operations support to deliver high-quality hires.
Source, assess, and engage top-tier talent by partnering with sourcing and recruitment marketing teams to map the market, activate CRM campaigns, and implement targeted outreach strategies that build diverse, high-performing pipelines.
Interviews, screens, and refers qualified applicants for open positions of all levels.
Assists hiring managers in the determination of starting salaries according to compensation guidelines.
Acts as a liaison with Compensation on salary offers that are above guidelines.
Coordinates relocation assistance and/or sign-on bonuses, as needed.
Identify and attend employment fairs or professional conferences of customer groups to represent UMMS Member Organizations to potential employees.
Embrace and explore emerging technologies, including agentic and generative AI, to enhance the recruitment process, improve decision-making, and drive operational efficiency—bringing a mindset of curiosity, adaptability, and early adoption to evolving tools and platforms.
Advise hiring managers as a strategic partner by developing strong relationships and applying business acumen, labor market insights, and data analytics to align hiring strategies with evolving business priorities.
Interprets and communicates Human Resource policies and procedures related to recruitment for employees and management on employment, compensation, benefits, employee relations, and training policies.
Trains Recruitment Specialists and customers on recruitment processes and policies as needed.
Evaluates effectiveness of recruitment activities by comparing relevant statistics such as number of interviews and successful referrals against cost of recruitment activities.
Foster strong relationships with hiring managers and cross-functional partners to provide insightful advice and support .
Interprets and communicates Human Resource policies and procedures related to recruitment for employees and management on employment, compensation, benefits, employee relations, and training policies.
Trains Recruitment Specialists and customers on recruitment processes and policies as needed.
Supports and provides input to the Compensation department on market issues regarding current compensation programs.
Stay abreast of market trends in recruitment and retention to maintain a competitive edge.
Deliver a seamless, high-touch candidate experience by ensuring timely, transparent communication and personalized engagement across every stage of the hiring journey, reinforcing our employer brand at every touchpoint.
Collaborate with pre-boarding team members to ensure a seamless onboarding experience for new hires.
Serve as a subject matter expert and champion of recruitment technology and processes, driving adoption, consistency, and continuous improvement across the talent acquisition lifecycle in collaboration with HRIS, operations, and analytics partners.
Perform all other duties as assigned.