Talent Acquisition Partner

Join Bell Partners and be a difference maker.

At Bell Partners, our mission is to be the apartment company of choice by creating value and honoring commitments to our residents, partners, and associates. We proudly serve our community of 85,000+ homes across 13 states and the District of Columbia. As stewards entrusted to contribute with care and appreciation, our 2,000 associates succeed in a dynamic space where everyone impacts. We take pride in producing outstanding results and fostering a work environment that allows everyone to contribute to their fullest potential. We rise above industry standards when every associate embraces their unique role and seizes the opportunity to make an impact.

Bell Partners is seeking a Talent Acquisition Partner who can identify strong talent, create an engaging and respectful candidate experience, and serve as a trusted advisor to hiring managers. In this role, you will own the candidate journey from sourcing and application review through finalist recommendation and offer support.

This opportunity is designed for a recruiting professional who wants to do more than move applicants through a process. You will use sound judgment, structured assessment, proactive sourcing, recruiting technology, and business partnership to improve the quality and long-term success of our hires.

Essential Functions and Responsibilities

Build and Manage Talent Pipelines 

• Own assigned requisitions and candidate pipelines in Workday Recruiting. 

• Proactively source and engage candidates through LinkedIn, Indeed, social media, networking, career fairs and other talent channels. 

• Build talent pools for recurring, high-volume, and difficult-to-fill positions. 

• Identify pipeline challenges early and recommend sourcing or recruiting interventions. 

• Use market insights, recruiting technology, and approved AI tools to expand talent pools and improve sourcing effectiveness. 

Assess and Recommend Talent 

• Review applications and conduct structured screening interviews. 

• Evaluate candidate experience, capabilities, motivation, career interests, expectations, and potential for success. 

• Apply consistent, job-related criteria to determine who should advance. 

• Present hiring managers with a well-calibrated group of qualified finalists—not simply a stack of applicants. 

• Document meaningful screening observations and recommendations in Workday. 

Create an Excellent Candidate Experience 

• Serve as a primary human connection for candidates throughout the process. 

• Communicate in a welcoming, responsive, respectful, and transparent way. 

• Help candidates understand the organization, opportunity, expectations, and hiring process. 

• Provide realistic job information so candidates can make informed decisions. 

• Ensure candidates receive timely communication and respectful closure regardless of outcome. 

Advise Hiring Managers 

• Learn the business need, position requirements, team dynamics, and characteristics of successful employees. 

• Establish shared expectations for candidate criteria, interviews, decisions, and response times. 

• Provide thoughtful recommendations about candidate strengths, concerns, and readiness. 
• Coach hiring managers on interviewing and candidate evaluation when appropriate.
• Use feedback and post-hire results to continually improve calibration.

Use Technology to Improve the Process 

• Use Workday Recruiting as the primary system of record. 

• Leverage self-scheduling, automated communications, reminders, workflows, and approved tools to reduce routine administrative work. 

• Maintain accurate data that supports reliable recruiting analytics. 

• Identify opportunities to simplify or automate activities that do not require human judgment. 

Additional Functions and Responsibilities

• Additional duties as assigned

How Success Is Measured 

• Success is not defined by speed alone. Talent Acquisition Partners are evaluated through a balanced view of: 
• Quality of Hire and early new-hire performance. 
• Retention and long-term success of recommended candidates. 
• Quality and relevance of finalists presented. 
• Candidate experience and offer acceptance. 
• Hiring-manager satisfaction and confidence. 
• Pipeline health, screening effectiveness, and conversion outcomes. 
• Technology utilization, data accuracy, and administrative efficiency. 

Knowledge, Skills and Abilities:

• Demonstrated experience supporting full-cycle recruiting, including proactive sourcing, structured candidate assessment, and hiring-manager partnership. 
• Ability to conduct structured interviews and evaluate candidates using consistent criteria. 
• Strong sourcing, interpersonal, communication, and relationship-building skills. 
• Sound judgment and confidence making evidence-based candidate recommendations. 
• Ability to build credibility and productive partnerships with hiring managers. 
• Strong organization and the ability to manage multiple requisitions and pipelines. 
• Comfort with applicant tracking systems and recruiting technology; Workday Recruiting experience is strongly preferred. 
• Ability to use recruiting data, feedback, and post-hire outcomes to improve hiring results. 
• Commitment to an inclusive, respectful, and professional candidate experience. 

Education and Background:

• Bachelors degree preferred
• 3-5 Years of relevant experience in Talent Acquisition, recruiting, staffing or Human Resources required

About Bell Partners

Our purpose at Bell Partners is to create communities our residents are proud to call home. We currently own or manage over 85,000 homes in North America and continue to grow. Our people are the most important part of our company. We believe in building a culture that encourages our associates to invest in and serve one another, while pushing each other to take risks, allowing us to grow together and make a difference.

Join Bell to be a difference maker. Apply today!

Bell Partners reserves the right to amend this job description at any time. We are an Equal Opportunity Employer.