New

Talent Acquisition Business Partner

Crain Communications
retirement plan, remote work
United States, New York, New York
Mar 13, 2025
Description Crain Communications Inc. is seeking an experienced and highly strategic Talent Acquisition Business Partner to lead full-cycle recruiting efforts, with a strong focus on sales, technology, and marketing roles across all levels, including executive-level positions. While these areas will be a primary focus, this role will also support hiring across other disciplines as needed. This is a high-impact role for a recruiter who thrives in fast-paced, high-level talent acquisition environments and has a proven track record of sourcing and securing top-tier candidates. While this role will recruit for positions at various levels, it requires executive search experience to effectively identify, engage, and place senior-level talent when needed. You will develop and execute sophisticated recruiting strategies to attract the best candidates, ensuring Crain continues to build an exceptional workforce. This role reports to the Vice President, Human Resources. Key Responsibilities Own and drive full-cycle recruiting across a variety of disciplines, with a primary emphasis on sales, technology, and marketing roles at all levels-from mid-level professionals to senior and executive hires. Develop and execute targeted talent acquisition strategies to source and secure high-performing candidates in competitive markets. Build and maintain a robust talent pipeline to proactively fill current and future hiring needs across the organization. Engage senior-level talent proactively, leveraging executive search methodologies, market intelligence, and competitive insights. Partner with business leaders to deeply understand hiring needs, define role expectations, and provide expert consultation on talent market trends. Deliver an exceptional candidate experience with a high-touch, relationship-driven approach from sourcing through offer negotiation. Leverage innovative sourcing techniques including direct outreach, referral programs, social media engagement, and networking with industry leaders. Utilize data and analytics to track recruiting metrics (KPIs), optimize hiring strategies, and continuously improve talent acquisition effectiveness. Champion Crain's employer brand, positioning the company as a top destination for elite talent. Ensure recruiting compliance and best practices, including reference checks and thorough documentation. Contribute to strategic hiring projects and initiatives that enhance recruitment efficiency and effectiveness across the company. Qualifications 7+ years of recruiting experience with a focus on sales, technology, and marketing roles. Executive search experience is required-this role will recruit at various levels but must include experience hiring senior and executive talent. Proven success in sourcing and attracting top-tier candidates through innovative strategies, direct engagement, and market expertise. Deep experience in high-growth, competitive industries (media, sales, technology, digital marketing, business development). Demonstrated ability to develop and execute executive search strategies that result in high-impact hires. Strong national recruiting experience, with well-established networks in major markets such as New York, Chicago, Detroit, and Cleveland. Expertise in Workday Recruiting or similar applicant tracking systems (ATS) to drive process efficiency and candidate management. Exceptional communication and relationship-building skills at all levels of an organization, from hiring managers to senior executives. Data-driven mindset with experience tracking KPIs and leveraging analytics to refine recruiting strategies. Bachelor's degree in Business, Human Resources, or a related field is required. Why Join Crain Communications? High-Impact, Strategic Recruiting: Work on executive-level searches while also driving key hires at other levels that fuel company growth. Ownership & Influence: Take a leading role in recruitment strategy while working closely with leadership to align hiring with business needs. Growth & Development: Join a strong HR team that values innovation, professional growth, and partnership. Competitive Compensation: A strong salary range complemented by comprehensive benefits. People-First Culture: A supportive, team-oriented workplace where success is built on respect and collaboration. Pay Transparency Disclosure The estimated salary range for this position is $80,000 to $150,000. The final salary offering will be determined based on multiple factors, including candidate experience, qualifications, accomplishments, and location. Candidates in highly competitive markets and those with exceptional executive search experience will be considered for the top end of the range. In addition to base salary, Crain offers a comprehensive benefits package, including retirement plan savings contributions and bonus opportunities based on individual and company performance. Apply Today! If you are a high-energy recruiter with a proven ability to source and secure top-tier talent across all levels, we'd love to hear from you! #LI-Hybrid #associate #HR #full-time @CrainComm #LI-LV1 About Crain Communications: Crain Communications is a leading business news and information company with a portfolio of 24 media brands that provide indispensable coverage and data for professionals globally and across sectors, including advertising, automotive, finance, healthcare, staffing, and workforce solutions. Many of Crain's brands are the most influential media properties in the industries and communities they serve, including Ad Age, Automotive News, Pensions & Investments, Modern Healthcare, Staffing Industry Analysts, as well as Crain's regional business brands. For more than a century, our dedication to deep sector expertise and journalistic integrity has enabled us to provide trusted insights across all our platforms, empowering today's business leaders to make industry-shaping decisions. To learn more about Crain Communications, visit crain.com. Environmental Demands Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote. Employee work location is subject to change. An "in-office" role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves. A "remote" role would allow an employee to work from a home office that is in one of the states Crain does business in. We can only employ a remote / "work from home" employee if they reside in one of these states: AZ, CA, CO, FL, GA, IL, MD, MA, MI, MN, NV, NY, NC, OH, OR, TN, TX, VA, WA, WI, and Washington, DC. A "hybrid" role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager's approval, subject to change. Employees who live within a reasonable commute distance from a Crain office are expected to work on-site 3 days per week. Many positions will also include work done in "the field." Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting but are subject to change as a role evolves. Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work. Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required. It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required. Work schedule and travel requirements are subject to change as a role and needs evolve over time. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crain jobs and are subject to change. Physical activities will include frequent in-person or virtual interactions. For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems. Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading. The typical physical requirements are light work-exerting up to 25lbs of force occasionally and/or up to 10lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion. Some positions will have additional physical requirements, including exerting up to 50lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the role. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)