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Talent Partner (Virtual, US/CAN)

May 26, 2026

Role Overview The Talent Partner will take the lead in finding and securing the right talent for our collaborative, high performance, and regional workforce. They will help optimize our approach to direct talent sourcing – continually developing our network and being our expert on LinkedIn Recruiter, knowing when to balance this with support from trusted external partners. They will be a positive and inspiring face of Sirva representing our service with credibility and warmth. The Talent Partner will skillfully partner with our hiring managers, ensuring that our recruitment process is effective and that our candidate experience is inspiring, human and inclusive. This position is eligible to be filled virtually in the US or Canada. Responsibilities 90% Full-cycle Recruiting: <ul> <li style="font-size: 12pt; font-family: Aptos, sans-serif;">Act as a strategic recruitment partner to the business - Partner closely with leaders to understand hiring needs in the context of business strategy, translating this into clear, prioritized recruitment plans.</li> <li style="font-size: 12pt; font-family: Aptos, sans-serif;">Own end-to-end hiring delivery for aligned functions - Lead the full recruitment lifecycle from role scoping and workforce planning through to offer and onboarding ensuring a high-quality, efficient experience.</li> <li style="font-size: 12pt; font-family: Aptos, sans-serif;">Shape and define role requirements - Challenge and refine hiring briefs with leaders to ensure clarity on outcomes, capabilities, and success criteria, avoiding unnecessary complexity or role inflation.</li> <li style="font-size: 12pt; font-family: Aptos, sans-serif;">Drive proactive talent pipelining - Build and maintain strong talent pipelines for critical and recurring roles, using market mapping, networking, and data-led sourcing strategies.</li> <li style="font-size: 12pt; font-family: Aptos, sans-serif;">Advise on market insights and hiring strategy - Provide leaders with insight on talent availability, competitor activity, and compensation trends to inform realistic and competitive hiring decisions.</li> <li style="font-size: 12pt; font-family: Aptos, sans-serif;">Ensure pace, quality, and consistency in hiring - Hold leaders accountable for timely decision-making, structured interviews, and fair, consistent selection processes.</li> <li style="font-size: 12pt; font-family: Aptos, sans-serif;">Enhance candidate experience and employer brand - Champion a professional, engaging, and timely recruitment process that reflects positively on the organization and strengthens our external reputation.</li> <li style="font-size: 12pt; font-family: Aptos, sans-serif;">Partner with HRBPs and COEs for integrated solutions - Work closely with HRBPs, Reward, and other COEs to align hiring decisions with broader workforce planning, internal mobility, and organizational design.</li> <li style="font-size: 12pt; font-family: Aptos, sans-serif;">Leverage data to optimize recruitment performance - Track key metrics (e.g. time to hire, quality of hire, pipeline health) to identify bottlenecks and continuously improve hiring outcomes.</li> <li style="font-size: 12pt; font-family: Aptos, sans-serif;">Support internal mobility and talent development - Promote internal talent by identifying and facilitating opportunities for progression, ensuring we maximize retention and career development.</li> </ul> 10% All other duties as assigned Qualifications <ul> <li style="font-family: arial, helvetica, sans-serif; font-size: 12pt;">Minimum of 3 years’ experience years of recruitment or HR experience</li> <li style="font-family: arial, helvetica, sans-serif; font-size: 12pt;">Experience with applicant tracking systems preferred</li> <li style="font-family: arial, helvetica, sans-serif; font-size: 12pt;">Demonstrated experience successfully recruiting both exempt and non-exempt roles</li> <li style="font-family: arial, helvetica, sans-serif; font-size: 12pt;">Strong interpersonal and communication skills</li> <li style="font-family: arial, helvetica, sans-serif; font-size: 12pt;">Proven track record on innovative change</li> <li style="font-family: arial, helvetica, sans-serif; font-size: 12pt;">Ability to influence without authority</li> <li style="font-family: arial, helvetica, sans-serif; font-size: 12pt;">Fluent in English</li> <li style="font-family: arial, helvetica, sans-serif; font-size: 12pt;">Strong process orientation</li> <li style="font-family: arial, helvetica, sans-serif; font-size: 12pt;">Bachelor’s Degree preferred</li> <li style="font-family: arial, helvetica, sans-serif; font-size: 12pt;">Human Resources or Business Management Degree preferred</li> </ul> At Sirva, we are committed to fair and transparent compensation practices. In accordance with applicable state and federal laws, we provide the following salary information for this position: <ul style="direction: ltr; unicode-bidi: embed; margin-top: 0in; margin-bottom: 0in;" type="disc"> <li style="margin-top: 0px; margin-bottom: 0px; vertical-align: middle; font-family: arial, helvetica, sans-serif; font-size: 12pt;">Position Title: Talent Partner</li> <li style="margin-top: 0px; margin-bottom: 0px; vertical-align: middle; font-family: arial, helvetica, sans-serif; font-size: 12pt;">Salary Range: $50,000-$70,000 USD</li> <li style="margin-top: 0px; margin-bottom: 0px; vertical-align: middle; font-family: arial, helvetica, sans-serif; font-size: 12pt;">Benefits: Comprehensive benefits package that includes Medical, Dental, Vision, 401(k), FSA/HSA, Employer HSA Match, Life & Disability Insurance, Paid Time Off, Volunteer Time Off, ID Theft Protection Plan and more. Benefits are based on employment status and may not be available for temporary or part-time employees</li> </ul> Salary ranges may vary based on location, market conditions, and other factors such as experience and qualifications. The final compensation will be determined during the hiring process based on these considerations. For positions available outside the United States, salaries will take into account local currency and market conditions, which may differ from the USD salary range. If you have any questions about salary or benefits, we encourage you to ask during the hiring process. <ul style="direction: ltr; unicode-bidi: embed; margin-top: 0in; margin-bottom: 0in;" type="disc"> <li style="margin-top: 0px; margin-bottom: 0px; vertical-align: middle; font-family: arial, helvetica, sans-serif; font-size: 12pt;">Artificial Intelligence Usage: Artificial intelligence tools may be used to assist with administrative tasks such as notetaking and advanced candidate searches during the recruitment process. All screening, assessment, and hiring decisions are made by human recruiters and hiring managers.</li> </ul> <ul style="direction: ltr; unicode-bidi: embed; margin-top: 0in; margin-bottom: 0in;" type="disc"> <li style="margin-top: 0px; margin-bottom: 0px; vertical-align: middle; font-family: arial, helvetica, sans-serif; font-size: 12pt;">Vacancy Status: This posting reflects an existing vacancy within our organization.</li> </ul> #LI-Remote Sirva Worldwide, Inc. provides HR and mobility professionals with the resources, guidance, and support they need to achieve the best possible relocation for talent, and for the companies that move them. As a leading global relocation management and moving services company, we bring together personalized program solutions, expansive global reach, innovative technology, and an unmatched supply chain to transform businesses of any size and empower talent moving to their next opportunity. From corporate relocation and household goods to home sale and commercial moving and storage, our portfolio of brands (including Sirva, Allied, northAmerican, Global Van Lines, Alliance, and Sirva Mortgage) provide everything needed to move talent and deliver experience. Sirva is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, military status, genetic information or any other consideration made unlawful by applicable federal, state, or local laws. Sirva also prohibits harassment of applicants and employees based on any of these protected categories. It is also Sirva's policy to comply with all applicable state and federal laws respecting consideration of unemployment status in making hiring decisions. The Federal EEO Law Poster may be found at <a rel="noopener" href="http://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf" target="_blank">http://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf</a>. If you need a reasonable accommodation because of a disability of any part of the employment process, please send an email to Human Resources at <a rel="noopener" href="mailto:HRSirva@Sirva.com" target="_blank">HRSirva@Sirva.com</a> and let us know the nature of your request and your contact information.

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...