Corporate TA Executive Business Partner

The Corporate TA Executive Business Partner is responsible for leading and executing executive-level recruitment strategies for a complex, global organization operating in the defense and aerospace industry. Executive positions are defined as director level and above with a specific focus on VP and above roles.  This role partners closely with senior executives, business leaders, and Human Resources leadership to identify, attract, assess, and secure high-caliber executive talent aligned with the company’s business strategy, leadership priorities, and long-term growth objectives.

Operating as a senior individual contributor, this position manages complex, high-impact executive searches across the corporate functions, including senior leadership, support to functional executive searches, and other critical leadership positions. The role requires a sophisticated understanding of executive talent markets, strong consultative capabilities, discretion, and the ability to influence senior stakeholders in a highly matrixed, publicly traded environment.

The Corporate TA Executive Business Partner serves as a trusted advisor to executive stakeholders, delivering market intelligence, talent insights, and innovative sourcing strategies while ensuring a disciplined, inclusive, and high-quality candidate experience. The position also contributes to the ongoing evolution of executive talent acquisition and onboarding practices, governance, and processes to support enterprise leadership succession and organizational effectiveness.  The executive business partners works effectively with the Corporate TA Manager to support positions at all position levels in addition to senior-level position support.

Key Responsibilities

Executive Search and Talent Acquisition

• Lead full-cycle recruitment for senior-level positions across the corporate functions, from search strategy development through offer negotiation and onboarding transition.  May provide support to business segment executives on an as-needed basis.

• Partner with senior executives, hiring leaders, and HR business partners to define leadership requirements, assess organizational needs, and develop targeted executive search strategies.

• Identify, engage, and attract high-caliber executive talent through proactive market mapping, direct sourcing, professional networks, referrals, and external executive search partners.

• Build and maintain robust pipelines of internal and external executive talent for current and anticipated leadership needs.

• Conduct comprehensive candidate assessments, evaluating leadership capability, strategic orientation, functional expertise, cultural contribution, and alignment with enterprise priorities.

• Manage complex and confidential executive searches with sound judgment, discretion, and appropriate information security.

• Effectively partner with internal sourcing team for search support.  Utilize available resources to strategically position sourcing.

Executive Stakeholder Partnership

• Serve as a trusted talent advisor to senior executives and HR leadership, providing guidance on executive talent availability, competitive positioning, candidate profiles, compensation expectations, and search strategy.

• Establish alignment with hiring leaders on position requirements, candidate evaluation criteria, interview processes, decision timelines, and selection priorities.

• Provide timely, data-informed updates on search progress, market conditions, talent availability, and potential challenges.

• Influence executive stakeholders through evidence-based recommendations, objective candidate assessments, and a clear understanding of business and leadership priorities.

• Facilitate effective decision-making throughout the search process while maintaining appropriate confidentiality and consistency.

• Includes partnering with external recruiting agencies in executive searches to align strategy and hiring practices.

Market Intelligence and Talent Mapping

• Develop executive talent market maps to identify leadership talent across relevant industries, competitors, adjacent markets, and global talent pools.

• Monitor executive movement, organizational trends, emerging leadership capabilities, and competitive talent dynamics within the defense, aerospace, technology, and broader industrial sectors.

• Provide actionable insights on executive talent availability, retention considerations, compensation benchmarks, and external market positioning.

• Support succession planning and strategic workforce initiatives through external talent intelligence and identification of potential leadership candidates.

Executive Recruiting Operations and Governance

• Manage executive searches in accordance with established recruitment processes, approval requirements, documentation standards, and applicable legal and regulatory obligations.

• Partner with HR and other relevant stakeholders to support executive offer development, compensation alignment, approvals, and negotiations.

• Ensure recruitment activities comply with applicable equal employment opportunity requirements, company policies, and relevant regulations.

• Support appropriate executive hiring controls, including candidate confidentiality, conflicts of interest, and applicable background screening or security-related requirements.

• Maintain accurate search activity, pipeline, and hiring data within the applicant tracking system and other designated platforms.

• Track and communicate key performance indicators, including time to fill, pipeline effectiveness, candidate conversion, offer acceptance, and search outcomes.

Executive Candidate Experience and Employer Positioning

• Deliver a high-touch, professional, and confidential experience for executive candidates throughout the recruitment lifecycle.

• Represent the company’s strategy, leadership culture, mission, and business opportunities in a compelling and credible manner.

• Develop strong relationships with prospective executives, industry leaders, and external search partners to strengthen the company’s access to top leadership talent.

• Manage sensitive candidate communications and offer discussions with professionalism, sound judgment, and attention to detail.

Continuous Improvement and Strategic Contribution

• Identify opportunities to improve executive recruiting effectiveness, search execution, stakeholder engagement, and candidate assessment practices.

• Contribute to the development and refinement of enterprise executive recruiting standards, processes, reporting, and governance.

• Leverage recruiting data, market intelligence, and emerging talent acquisition practices to improve search outcomes and support business objectives.

• Collaborate across Talent Acquisition and Human Resources to align executive recruiting with succession planning, leadership development, workforce strategy, and broader talent priorities.

Qualifications

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related discipline, or equivalent relevant experience.

• Significant progressive experience (10+ years) in corporate and defense industry recruiting, executive search, or senior-level talent acquisition within a large, complex organization or a leading executive search firm.

• Demonstrated success managing complex executive searches and engaging senior-level candidates, hiring executives, and business leaders.

• Experience recruiting across multiple corporate functions, business units, or geographic markets.

• Strong executive presence and demonstrated ability to establish credibility and influence with senior leadership.

• Expertise in direct sourcing, executive talent mapping, market research, candidate assessment, and search strategy development.

• Strong business acumen, analytical capability, communication skills, and negotiation expertise.

• Proven ability to ma