The Senior Talent Acquisition Partner serves as a strategic talent advisor to organizational leaders, partnering with hiring managers to develop workforce strategies that attract, engage, and retain top talent. This role provides expert consultation on recruiting strategy, labor market trends, talent availability, compensation considerations, and hiring best practices to support informed hiring decisions.
The Senior Talent Acquisition Partner leads complex and difficult-to-fill searches through innovative sourcing strategies, proactive talent pipeline development, and the application of labor market intelligence to meet current and future workforce needs. The role also serves as a mentor and coach to Talent Acquisition team members, promoting best practices, strengthening recruiting capabilities, and driving continuous improvement across the function.
As a trusted business partner, the Senior Talent Acquisition Partner influences hiring strategies through strategic consultation and workforce expertise, supports executive leaders in achieving organizational talent objectives, champions an exceptional candidate experience, and leads recruitment-related initiatives that advance Cottage Health's strategic goals.
ResponsibilitiesThis is not an exhaustive statement of duties, responsibilities, or requirements. Employees will be required to perform any job, with related instruction given by their supervisor, subject to reasonable accommodation.
- Serves as a strategic talent advisor to assigned business leaders by providing consultative guidance on workforce planning, talent market intelligence, competitive hiring trends, compensation insights, candidate availability, and recruiting analytics to inform hiring strategies and workforce decisions. Builds trusted relationships with leaders to influence hiring decisions and achieve organizational talent objectives.
- Leads complex and high-impact recruitment efforts from workforce planning through offer acceptance. Develops customized recruiting strategies based on labor market conditions, business priorities, and position complexity. Anticipates recruiting challenges and proactively adjusts strategies to ensure successful outcomes. Partners with onboarding team to ensure all pre-employment processes are completed prior to new hire orientation.
- Develops and maintains proactive talent pipelines for critical and hard-to-fill positions through strategic sourcing, networking, market mapping, industry engagement, and relationship building. Creates long term sourcing strategies that reduce time-to-fill and strengthen candidate quality. Additionally, may manage the internal recruiting process for employees as they transfer between departments as needed.
- Be a Brand Ambassador and have the ability to sell the Organization's Value Proposition to passive and active candidates. Utilizes advanced sourcing methodologies to identify passive talent through professional networking, social media platforms, industry associations, referrals, competitive market
research, and innovative sourcing techniques. Develops creative recruitment campaigns for difficult-to-fill and highly specialized positions. - Facilitates job offers, which includes partnering with Compensation on salary negotiations and recruitment bonus programs (sign-on, relocation, and rental). May attend job fairs and other career hiring opportunities. Oversees the requisition process/updates/clearances.
- Serves as a mentor and subject matter expert for Talent Acquisition Partners by coaching recruiters on sourcing strategies, stakeholder management, recruitment best practices, difficult searches, and candidate engagement techniques. Shares market knowledge and promotes continuous development across the Talent Acquisition team.
- Leads or participates in strategic Talent Acquisition initiatives, process improvement efforts, technology implementations, workforce planning projects, and recruitment branding activities. Acts as a change champion to support adoption of new tools, processes, and best practices.
- Serves as the Talent Acquisition subject matter expert on employment regulations, recruitment compliance, inclusive hiring practices, organizational hiring policies, EEOC, and other legal and regulatory guidelines as related to hiring and employment. Reviews and signs legal paperwork for Visa's
(TN, F1, H1b) and Permanent Residency.
All job qualifications listed indicate the minimum level necessary to perform this job proficiently.
LEVEL OF EDUCATION
Minimum: Associates Degree or combination of education and experience, using the standard of two years of experience equals one year of college.
Preferred: Bachelor's Degree
CERTIFICATIONS, LICENSES, REGISTRATIONS
Preferred: Certified Health Care Recruiter (CHCR), Recruiter Academy Certification through RogueHire, LinkedIn Certified Professional Recruiter, Certified Professional in Human Resources (PHR) or Certified Senior Professional in Human Resources (SPHR)
TECHNICAL REQUIREMENTS
Minimum: Working knowledge of current recruitment and hiring laws. Basic skills in MS Office (Word, Excel and PowerPoint) and knowledge and experience working with applicant tracking software. Experience in working within an Applicant Tracking System to develop talent pools, manage candidates and run reports. Experience with proactively sourcing and cold calling candidates to build a strong pipeline of candidates. Strong reporting and data analytical skills.
Preferred: Knowledge of Oracle Recruiting Cloud Platform. Experience with sourcing tools and methodology.
YEARS OF RELATED WORK EXPERIENCE
Minimum: Five (5) years of progressively responsible full-cycle recruitment experience, including experience recruiting for difficult-to-fill, highly specialized, or leadership positions.
Preferred: Seven (7) or more years of strategic talent acquisition experience in healthcare or other complex organizations.
About Us
Skills Required
- Associate's degree or equivalent combination of education and experience
- Minimum five (5) years of progressively responsible full-cycle recruitment experience, including difficult-to-fill or leadership positions
- Working knowledge of current recruitment and hiring laws, EEOC, and inclusive hiring practices
- Proficiency in MS Office (Word, Excel, PowerPoint)
- Experience using Applicant Tracking Systems to develop talent pools, manage candidates, and run reports
- Experience proactively sourcing and cold calling candidates to build pipelines
- Strong reporting and data analytical skills
- Ability to review and sign visa paperwork (TN, F1, H1B) and Permanent Residency related documents
- Bachelor's degree
- Certifications: CHCR, Recruiter Academy, LinkedIn Certified Professional Recruiter, PHR or SPHR
- Knowledge of Oracle Recruiting Cloud Platform
- Experience with sourcing tools and methodologies
- Seven (7) or more years strategic talent acquisition experience in healthcare or complex organizations
Cottage Health Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Cottage Health and has not been reviewed or approved by Cottage Health.
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Fair & Transparent Compensation — Pay is considered competitive for the area and often described as fair or among the best locally. Noted examples of meaningful raises over time reinforce the perception of market-aligned compensation.
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Healthcare Strength — Health coverage is described as very good, with comprehensive medical, dental, and vision alongside robust mental health resources. Wellness supports like an EAP, onsite fitness/yoga, and incentives enhance overall value.
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Wellbeing & Lifestyle Benefits — Distinctive programs such as substantial down‑payment assistance, workforce‑affordable housing, wellness dollars, and onsite childcare broaden total rewards beyond core insurance. These offerings are positioned to help offset local cost pressures and support daily life.
Cottage Health Insights
What We Do
Mission Statement: To provide superior health care for and improve the health of our communities through a commitment to our core values of excellence, integrity, and compassion. Founded in 1888, the not-for-profit Santa Barbara Cottage Hospital has been serving the community for more than 125 years. Cottage Health, formed in 1996 as the not-for-profit parent organization of Santa Barbara Cottage Hospital and its affiliated Cottage Children’s Medical Center, Cottage Rehabilitation Hospital, Goleta Valley Cottage Hospital, and Santa Ynez Valley Cottage Hospital, is guided by a volunteer board of directors from the greater Santa Barbara community and provides the residents of the Central and South Coast with exemplary health care, continuous improvements in medical practice, and a commitment to our communities.
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