Talent Partner

Cornerstone Building Brands

. Serve as the primary TA leader for assigned business unit, aligning hiring strategy to business priorities, workforce plans, and financial targets .

Posted 5/14/2026full-timeRemote • North Carolina • 🇺🇸 United StatesSeniorLead💰 $120,000 - $140,000 per yearWebsite

About the role

Key responsibilities & impact

Serve as the primary TA leader for assigned business unit, aligning hiring strategy to business priorities, workforce plans, and financial targets
Lead workforce planning, hiring prioritization, and capacity discussions to ensure focus on the roles that matter most
Act as a trusted advisor to leaders, providing insight into labor market dynamics, hiring risk, and tradeoffs
Own end-to-end hiring outcomes for assigned business unit, including volume, time-to-fill, quality of hire, cost, and candidate experience
Drive accountability for results across recruiters, sourcers, HR, and RPO partners
Identify and address risks proactively (aging vacancies, critical roles, pipeline gaps, capacity constraints)
Ensure consistent execution of the TA operating model across all sites and functions
Set hiring priorities for assigned business unit and ensure alignment across TA and HR partners
Provide escalation support and hands-on leadership for critical roles, sites, and high-risk hiring situations
Partner with recruiters and sourcers to build targeted pipelines for key roles and future needs
Ensure a balanced approach to speed, quality, and candidate experience
Provide oversight of RPO and external partners, ensuring alignment to business needs and performance expectations
Drive consistency in how RPO is deployed across sites to improve efficiency and outcomes
Evaluate and optimize insource vs. outsource decisions, balancing cost, speed, quality, and risk
Reinforce discipline in hiring practices, including approvals, prioritization, and adherence to enterprise processes
Act as a change leader, driving adoption of standardized tools, workflows, and operating models
Monitor key performance indicators (volume, cycle time, aging vacancies, risk indicators) and translate into actionable insights
Provide clear updates to business and HR leadership on progress, risks, and tradeoffs
Identify and escalate talent risks early to protect business outcomes
Ensure compliance with employment laws, policies, and audit requirements

Requirements

What you’ll need

7+ years of Talent Acquisition or HR experience, including ownership of complex, high-volume or multi-site hiring environments
Demonstrated ability to partner with senior business and HR leaders and influence decision-making
Strong experience in workforce planning, hiring prioritization, and talent risk management
Proven ability to operate in a fast-paced, high-urgency environment and lead through ambiguity
Experience managing or partnering with RPO providers and external vendors
Strong analytical skills with the ability to use data to drive decisions and accountability
Excellent communication skills and executive presence

Benefits

Comp & perks

medical, dental, vision benefits starting day 1
401k
PTO
paid holidays
FSA
life insurance
LTD
STD
EAP
discount programs
tuition reimbursement
training
professional development

ATS Keywords

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Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills & Tools

talent acquisitionworkforce planninghiring prioritizationtalent risk managementdata analysisperformance indicatorsRPO managementmulti-site hiringcandidate experiencehiring outcomes

Soft Skills

leadershipinfluencingcommunicationaccountabilityproblem-solvingchange managementstrategic thinkingcollaborationadaptabilityexecutive presence