Talent Acquisition Business Partner / Senior TA Advisor - Hire or get hired
Your complete guide to the Talent Acquisition Business Partner / Senior TA Advisor Role: Duties, salary & hiring tips
Purpose of the Talent Acquisition Business Partner / Senior TA Advisor
The TA Business Partner works closely with hiring managers to support recruitment delivery, providing strategic advice and hands-on coordination throughout the hiring lifecycle.
Talent Acquisition Business Partner / Senior TA Advisor's duties and responsibilities
• Recruitment Delivery:
Manage end-to-end recruitment for key business units.
• Stakeholder Support:
Advise hiring managers on job briefs, sourcing, and offers.
• Candidate Experience:
Ensure a seamless and engaging process for applicants.
• Reporting:
Track progress and recruitment metrics using ATS systems.
• Process Improvement:
Contribute to improvements in TA practices and tools.
Manage end-to-end recruitment for key business units.
• Stakeholder Support:
Advise hiring managers on job briefs, sourcing, and offers.
• Candidate Experience:
Ensure a seamless and engaging process for applicants.
• Reporting:
Track progress and recruitment metrics using ATS systems.
• Process Improvement:
Contribute to improvements in TA practices and tools.
Requirements and qualifications for a Talent Acquisition Business Partner / Senior TA Advisor
• 5+ years’ experience in internal recruitment or agency
• Strong sourcing and stakeholder engagement skills
• Familiarity with recruitment systems and market tools
• Ability to manage high-volume or specialist hiring
• Excellent time management and communication skills
• Strong sourcing and stakeholder engagement skills
• Familiarity with recruitment systems and market tools
• Ability to manage high-volume or specialist hiring
• Excellent time management and communication skills
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Human Resources Market Update
HR professionals continue to navigate evolving workplace expectations, with employee experience remaining a key priority. Flexibility, work-life balance, and leadership style are top considerations for job seekers, reinforcing the need for organisations to offer compelling benefits and development opportunities. In 2025, 73% of HR leaders prioritise enhancing employee experience, while 67% focus on leadership development and 54% on learning and development. AI is beginning to reshape HR functions, particularly in talent acquisition (25%) and learning and development (19%), though nearly half (46%) report no significant impact yet.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
