The Recruiting Business Partner is AUTA's single-threaded strategic advisor to the business.
You will own the university hiring advisory relationship with senior business leaders across multiple lines of business, translating their evolving workforce priorities into early talent strategies and recommendations that AUTA's delivery and demand teams execute against.
This is not a delivery role.
You are not filling requisitions, managing pipelines, or running interview logistics.
You are the person business leaders rely on to make sense of the early talent landscape, pressure-test their assumptions, and ensure their hiring strategies are grounded in market reality.
You will develop demand planning recommendations tailored to each business you support, adjusting as their needs shift across hiring cycles.
This means staying ahead of addressable market trends, surfacing insights on candidate availability and competitive dynamics, and converting those insights into strategies your stakeholders can act on.
You will own AUTA's narrative to the business: quality of hire, conversion data, university stratgies, and any changes to
AUTA processes that impact stakeholders or pipeline.
Key job responsibilities
• Partner with business leaders and talent acquisition leadership to define early talent requirements and build demand planning reports with clear deliverables, timelines, and tracking mechanisms • Ensure demand is accurately captured, distributed, and audited for alignment with approved projections • Own the resolution of complex staffing changes mid-cycle and escalate to senior stakeholders where needed • Own the business relationship through the full hiring calendar: season kickoff communications, cross-business reviews covering demand, fill progress, conversion, and risk, and year-on-year postmortems that feed next-season blueprints • Provide business context to AUTA's delivery managers while keeping delivery execution in their lane • Manage the intern-to-full-time conversion process from the business side: setting expectations on evaluation timelines, confirming headcount and placement, and coordinating solutions when original placements are no longer viable • Serve as the voice of the business inside AUTA, channeling stakeholder feedback into program design, delivery, and enablement • Create and distribute stakeholder communications for program launches, policy changes, and process updates • Develop and own change management plans for business-impacting initiatives A day in the life
Your morning starts with data: pulling demand and fill metrics, updating reporting inputs, and flagging risks before the leadership review.
You check Slack and email for hiring manager questions about return offers, requisition changes, and process updates.
Mid-morning, you join a workforce planning conversation with a talent acquisition partner, then sync with RBP peers to share trends and problem-solve.
After lunch, you field ad hoc requests: pipeline updates, candidate routing questions, start timing.
You draft your weekly flash to stakeholders.
Late afternoon, you partner with internal teams on process improvements before a final check on messages.
About the team
The
AUTA RBP team is a small, tight-knit group of strategic partners who operate with a high degree of autonomy and trust.
We are direct with each other, share problems openly, and solve them together.
We move fast, lead with data, and hold ourselves accountable to the businesses we support.
We are constantly looking for ways to simplify how we work, whether that means improving a process, challenging an assumption, or building AI tools that make us sharper in our roles.
If you want a team where your voice matters and your impact is visible, this is it.