Talent Acquisition Business Partner

Location: Concord, MA (Hybrid preferred) | Open to remote with regular travel
Reports to: VP of Human Resources

We are looking for a highly capable and forward-thinking Talent Acquisition Business Partner to both deliver exceptional hiring outcomes and build a modern, scalable talent acquisition function.

This is a high-impact individual contributor role for someone who thrives at the intersection of hands-on recruiting, data-driven decision-making, and functional build-out. You will partner closely with business leaders to attract top technical talent across sales, applications, service, and regional head office -while also optimizing the processes, tools, and strategies that elevate how we hire.

This role is ideal for someone who wants to do more than day-to-day execution and shape the future of hiring as a strategic capability.

1. End-to-End Talent Acquisition

• Lead full-cycle recruitment across technical sales, applications, service, and regional head office roles
• Develop high-quality candidate pipelines using both traditional and innovative sourcing approaches
• Drive efficient, high-quality hiring processes from intake through offer

2. Talent Strategy & Workforce Planning

• Partner with senior leaders to translate business goals into hiring plans and talent strategies
• Build forward-looking talent pipelines aligned to future skill needs
• Provide market intelligence on talent availability, compensation, and competitor activity
• Advise on "build vs. buy" talent decisions and workforce planning
• Leverage advanced sourcing techniques, including AI-powered tools and talent mapping
• Identify and engage passive talent across niche technical domains

3. Candidate Assessment & Selection Excellence

• Design and implement structured, competency-based interview frameworks
• Introduce best-in-class selection methods (behavioral interviews, case studies, work samples)
• Use of a suite of psychometric tools to ensure robust hiring.
• Ensure consistency, fairness, and high predictive validity in hiring decisions
• Train and guide hiring managers on effective evaluation practices

4. Recruiting Operations & Process Design

• Design and optimize scalable, efficient hiring processes across the organization
• Work with and enhance ATS workflows, data integrity, and reporting structures
• Introduce standardized scorecards, interview kits, and decision frameworks
• Evaluate and implement tools, technologies, and external partners

5. Data, Analytics & Continuous Improvement

• Define and track key recruiting metrics (e.g., time-to-fill, quality of hire, funnel conversion)
• Build dashboards and deliver insights to inform hiring decisions
• Use data to identify bottlenecks and continuously optimize outcomes
• Drive experimentation and adoption of AI-enabled recruiting practices

6. Stakeholder Partnership & Influence

• Act as a trusted advisor to hiring managers and leadership teams
• Challenge assumptions and guide decision-making using data and market insight
• Build strong alignment and accountability across the hiring process
• Partner across region and with central functions to align best practices

7. Candidate Experience & Employer Brand

• Own and continuously improve the end-to-end candidate experience
• Ensure clear, timely communication throughout the hiring journey
• Support inclusive hiring practices and diverse talent attraction
• Develop branding toolkit in conjunction with Marketing and Group TA to dive a regional EVP linked to overall Oxford Instruments Brand

Core Experience

• Proven success recruiting for technical roles (e.g., technical sales, applications, service, engineering, or similar)
• At least 7 years of experience in Talent Acquisition
• Experience operating in a technical environment
• Demonstrated ability to build or significantly improve recruiting processes

Capabilities

• Strong expertise in structured interviewing and modern selection methods
• Experience using data and analytics to drive hiring decisions
• Familiarity with AI-driven recruiting tools and sourcing technologies
• Ability to move seamlessly between strategy and hands-on execution
• Excellent stakeholder management and influencing skills
• Process-oriented mindset with a focus on scalability and efficiency
• Experience with psychometric tools for recruitment

Tools & Technologies

• Experience with ATS platforms and recruiting systems
• Advanced sourcing capabilities (LinkedIn, talent platforms, AI tools)
• Exposure to talent analytics, dashboards, and reporting tools

• Predictable, efficient hiring aligned with business needs
• Improved quality of hire and hiring manager satisfaction
• Strong, diverse talent pipelines across key roles
• Consistent, structured hiring practices across the organization
• Clear visibility into recruiting performance and insights
• Reduced reliance on external agencies and optimized cost-per-hire

Compensation:

In accordance with Massachusetts law, the expected salary for thisfull-time, benefitedposition is between$90,000 - $115,000. The actual compensation will be determined considering factors such as relevant skills and experience and other factors permitted by law.

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