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 manage multiple high-priority searches simultaneously while maintaining discretion, accuracy, and attention to detail.
• Demonstrated ability to operate independently and exercise sound judgment in a highly matrixed organization.

Preferred Qualifications

• Experience within the defense, aerospace, government contracting, advanced technology, industrial, or similarly regulated sectors.
• Experience supporting executive recruitment within a publicly traded, global enterprise.
• Familiarity with executive compensation practices, offer governance, and senior-level employment arrangements.
• Experience working with external retained executive search firms and managing third-party recruiting relationships.
• Knowledge of applicable employment regulations, executive hiring practices, and relevant compliance requirements in domestic and international markets.
• Experience recruiting for leadership roles involving classified programs, government customers, or security-sensitive business environments, where applicable.

Core Competencies

• Executive presence and credibility: Builds trusted relationships with senior leaders and executive candidates.
• Strategic talent advisory: Connects executive talent decisions to business strategy, organizational priorities, and long-term leadership needs.
• Influence and consultation: Advises and challenges stakeholders constructively using market intelligence, data, and sound judgment.
• Executive assessment: Evaluates leadership effectiveness, strategic capability, experience, and potential against defined business requirements.
• Market intelligence: Understands competitive talent markets and identifies opportunities to attract high-impact leaders.
• Discretion and integrity: Exercises sound judgment when managing confidential, sensitive, and high-visibility searches.
• Execution and accountability: Drives searches forward with urgency, rigor, and a focus on measurable outcomes.
• Global mindset: Navigates cultural, geographic, and organizational complexity across an international enterprise.
• Continuous improvement: Applies data, technology, and disciplined processes to strengthen executive recruiting effectiveness.

Measures of Success

Success in this role will be evaluated through a combination of recruiting outcomes, stakeholder feedback, and process effectiveness, including:

• Successful placement of high-caliber executive talent aligned with enterprise leadership needs.
• Quality and depth of executive candidate pipelines and talent market intelligence.
• Search execution, responsiveness, and time-to-fill performance relative to role complexity.
• Hiring executive satisfaction and confidence in recruiting partnership.
• Candidate experience and offer acceptance rates.
• Compliance with established executive hiring processes, approvals, and documentation standards.
• Effectiveness of external search partner engagement and overall recruiting investment.
• Contribution to succession planning, leadership continuity, and continuous improvement of executive talent acquisition practices.

Compensation Details:

The compensation range or hourly rate listed for this position is provided as a good-faith estimate of what the company intends to offer for this role at the time this posting was issued. Actual compensation may vary based on factors such as job responsibilities, education, experience, skills, internal equity, market data, applicable collective bargaining agreements, and relevant laws.

Benefits Overview:

Our health and welfare benefits are designed to support you and your priorities. Offerings include:

• Health, dental, and vision insurance

• Paid time off and holidays

• Retirement benefits (including 401(k) matching)

• Educational reimbursement

• Parental leave

• Employee stock purchase plan

• Tax-saving options

• Disability and life insurance

• Pet insurance

Note: Benefits may vary based on employment type, location, and applicable agreements. Positions governed by a Collective Bargaining Agreement (CBA), the McNamara-O'Hara Service Contract Act (SCA), or other employment contracts may include different provisions/benefits.

Original Posting:

Amentum anticipates this job requisition will remain open for at least three days, with a closing date no earlier than three days after the original posting. This timeline may change based on business needs.

Amentum is proud to be an Equal Opportunity Employer. Our hiring practices provide equal opportunity for employment without regard to race, sex, sexual orientation, pregnancy (including pregnancy, childbirth, breastfeeding, or medical conditions related to pregnancy, childbirth, or breastfeeding), age, ancestry, United States military or veteran status, color, religion, creed,  marital or domestic partner status, medical condition, genetic information, national origin, citizenship status, low-income status, or mental or physical disability so long as the essential functions of the job can be performed with or without reasonable accommodation, or any other protected category under federal, state, or local law. Learn more about your rights under Federal laws and supplemental language at Labor Laws Posters.