Senior Talent Acquisition Partner

Join Nexamp, a leading renewable energy company, as a Senior Talent Acquisition Partner. In this hybrid role, you will work closely with senior leaders and the People team to develop and execute talent and hiring strategies, lead end-to-end recruiting for high-impact roles, and strengthen Nexamp's brand. You will also design and uphold structured interview processes, build data-informed sourcing strategies, and support internal mobility and talent reviews. This position offers a range of benefits, including health benefits starting day one, flexible hybrid work arrangements, and a commitment to Nexamp's mission of solving the climate crisis.

• Collaborer avec les dirigeants et l'équipe des ressources humaines pour traduire la stratégie commerciale en stratégies de recrutement claires.
• Diriger le processus de recrutement de bout en bout pour les rôles à fort impact et difficiles à pourvoir, en veillant à ce que chaque embauche renforce les capacités à long terme de Nexamp.
• Concevoir et maintenir des processus d'entretien structurés et basés sur les compétences, tout en formant et en habilitant les responsables du recrutement et les équipes d'entretien.

• Commitment to Nexamp's mission and have a passion for solving tomorrow's climate crisis today
• Demonstrated success partnering directly with senior leaders and People or HR Business Partners to shape hiring strategies, challenge assumptions, and influence decisions
• Business and talent acumen, with the ability to connect roles and hiring decisions to Nexamp's strategy, priorities, and long-term capability needs
• A high level of ownership and follow-through, with a fix-it mentality, comfort with ambiguity, and the ability to manage multiple searches and priorities at once
• Demonstrated commitment to inclusive and equitable hiring practices, including writing inclusive job descriptions, diversifying pipelines, and mitigating bias in decision-making
• A bachelor's degree in Human Resources, Business, Psychology, or a related field, or equivalent practical experience in talent acquisition and workforce planning
• Proven ability to use recruiting data and market insights—including time-to-fill, stage conversion, source effectiveness, offer outcomes, and talent market data—to diagnose issues and drive improvements
• Data-driven judgment and proactive problem-solving skills, including the ability to identify patterns, understand root causes, evaluate trade-offs, and recommend practical solutions
• Strong relationship-building and influencing skills, with the ability to set expectations, push for clarity, and manage trade-offs across multiple stakeholders
• 4–7 years of progressive, full-cycle recruiting experience, including ownership of priority and/or hard-to-fill roles in a dynamic or high-growth environment
• Experience designing and running structured, competency-based interview processes, including building or using scorecards and coaching interviewers
• A commitment to structured, fair assessment and the ability to apply competency-based, evidence-driven hiring practices that actively mitigate bias
• Strategic partnering skills and the ability to build trusted relationships with senior leaders and People Partners while influencing, challenging, and aligning stakeholders
• A track record of proactive sourcing through LinkedIn, talent mapping, networking, referrals, and other strategies to build pipelines for niche, technical, or senior roles
• Excellent written and verbal communication skills, with the ability to translate data and complex hiring dynamics into clear, actionable guidance for leaders
• Change and learning agility, with the ability to adapt to evolving priorities, tools, and organizational needs while continuously improving recruiting practices
• Strong experience with an ATS, preferably Greenhouse, including requisition setup, structured interview plans, reporting, and data quality management
• If you don’t meet 100% of the above qualifications, but see yourself contributing, please apply