The mission of Catholic Charities Twin Cities is to serve those most in need and to advocate for justice in the community.

Our programs for children, families, and adults serve more than 25,000 people every year. As the need for our services grows, Catholic Charities is working to adapt and respond with strategies that prevent poverty, meet basic needs in times of crisis, and create pathways to greater stability.

WAGE RANGE: $75,000- $85,000 Annually

JOB SUMMARY: The Senior Talent Acquisition Partner plays a critical role in shaping the workforce of the organization by leading and executing a comprehensive, full-cycle recruitment strategy. This position is responsible for attracting, hiring, and retaining top-tier talent that aligns with the organization’s mission, values, and commitment to serving the community. By leveraging innovative sourcing techniques, strategic workforce planning, and best-in-class recruitment practices, the Sr. Talent Acquisition Partner ensures the organization builds a wide-ranging, skilled, and mission-driven team.

This role requires a proactive, consultative approach, working in close partnership with hiring managers, division leaders, and organizational leadership to assess talent needs and develop tailored recruitment solutions. The Sr. Talent Acquisition Partner will drive all-encompassing hiring strategies, implement streamlined recruitment processes, and foster a positive candidate experience that reflects the organization’s culture. Additionally, this individual will contribute to employer branding efforts, broaden the range of perspectives and backgrounds in hiring, and develop sustainable talent pipelines to support the long-term success of the organization’s social services programs.

Key Responsibilities and Percentage Allocations

Full-Cycle Recruitment (50%)

• Develop and execute recruitment strategies to attract mission-driven candidates for a variety of roles, including direct service, program management, administrative, and leadership positions.
• Manage job postings across various platforms, including job boards, social media, and the organization’s website.
• Screen applications, conduct initial phone screenings, and coordinate interview processes.
• Partner with hiring managers to create structured interview plans, including competency-based questions and assessments.   
• Facilitate decision-making processes by providing hiring recommendations based on candidate evaluations.
• Ensure a positive candidate experience throughout the recruitment process.  
• Implement inclusive hiring practices to ensure equitable candidate evaluation and selection processes.  
• In coordination with the Sr. Training & Development Specialist, provide guidance and training to hiring managers on mitigating bias in recruitment.

Sourcing and Talent Pipeline Development (25%)

• Proactively source candidates through networking, industry events, LinkedIn, employee referrals, and community outreach.
• Build and maintain a pipeline of qualified candidates with a wide-range of experiences and identities for current and future hiring needs.
• Develop relationships with universities, workforce development programs, and community organizations to support internship and entry-level hiring initiatives.
• Identify and engage passive candidates using innovative sourcing techniques.
• Track and analyze hiring metrics to ensure varied representation in candidate pools.

Employer Branding and Recruitment Marketing (15%)

• Partner with the Communications team to enhance employer branding efforts, ensuring alignment with the organization’s mission and values.
• Create and manage recruitment-focused content, including social media posts, job fair materials, and employee testimonials.
• Represent the organization at career fairs, networking events, and community engagement activities. 

Onboarding and New Hire Experience (5%)

• Facilitate a smooth transition for new hires by coordinating onboarding logistics, including background checks, offer letters, and first-day orientation.
• Work with hiring managers and HR to ensure an engaging and comprehensive onboarding experience.
• Collect feedback from new hires to continuously improve the onboarding process. 

Data and Compliance Management (5%)

• Maintain accurate recruitment records and reports in accordance with compliance regulations (EEO, OFCCP, etc.).
• Track and analyze key recruitment metrics (e.g., time-to-fill, source effectiveness, retention rates) to inform continuous improvement efforts. 
• Ensure adherence to legal and ethical hiring practices. 

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Social Services, or a related field (or equivalent experience).
• 4+ years of experience in talent acquisition, preferably within the nonprofit or social services sector.  
• Experience recruiting for a wide range of roles, including direct service and program-based positions. 
• Strong understanding of full-cycle recruiting, sourcing techniques, and applicant tracking systems (ATS).  
• Excellent interpersonal and communication skills. 
• Ability to work collaboratively with diverse teams and stakeholders.
• Passion for the nonprofit sector and commitment to social impact. 
• Knowledge of employment laws and hiring best practices.   
• Ability to work in a hybrid or office environment, with occasional travel for career fairs and community outreach.
• May require extended screen time and occasional lifting of materials up to 20 lbs. 

Catholic Charities is an equal opportunity employer.

To apply click Senior Talent Acquisition Partner