Talent Partnerships Lead (Technical & Military Pipelines)

This role is designed for a builder.

As a Talent Partnerships Lead, you will own the strategy and execution of external talent pipelines that directly impact staffing outcomes across critical roles, including Maintenance Technicians, Controls Engineers, and apprenticeship pathways. This position exists to move the organization beyond reactive recruiting by creating sustainable, scalable sources of talent aligned to both current demand and future workforce needs.

You will lead the development of partnerships with military transition programs, technical schools, workforce development organizations, and community-based pipelines to unlock new and underutilized talent pools. This role carries a strong business development component, requiring you to identify, establish, and scale new partnerships that drive measurable hiring outcomes.

You will operate at the intersection of Talent Acquisition, Operations, and Workforce Planning, using data to inform strategy and guide investment decisions. This role requires strong business acumen, the ability to translate workforce data into actionable insights, and the confidence to influence senior stakeholders.

This is a high-impact role with significant responsibility and autonomy. You will have the opportunity to build, test, and scale new initiatives from the ground up, with ownership over both strategy and measurable outcomes.

Key Responsibilities
• Design and execute a partnerships strategy focused on building consistent pipelines for Maintenance Technicians, Controls Engineers, and apprenticeship programs
• Align pipeline strategy to workforce planning inputs, including attrition trends, hiring forecasts, and critical hire dates
• Identify gaps in current sourcing channels and implement scalable solutions to improve candidate flow and quality
• Support employer branding initiatives through events, community engagement, and partnership-driven visibility

Military Hiring & Transition Programs
• Build and manage relationships with military transition organizations such as Hiring Our Heroes and Operation Mission Next
• Develop structured pathways for transitioning service members into technical roles, including skill translation, training alignment, and onboarding readiness
• Scale military hiring initiatives to improve conversion, readiness, and long-term retention

Partnership Strategy & Reporting
• Act as a business development lead for talent, identifying and securing new partnerships that expand access to skilled technical talent
• Establish and grow relationships with technical schools, trade programs, apprenticeship organizations, and workforce development partners
• Own the full lifecycle of partnerships from identification and onboarding to performance management, expansion, and renewal
• Evaluate and prioritize partnerships based on hiring impact, scalability, and return on investment
• Track and report on partnership ROI, including cost per hire, conversion rates, time to fill impact, and retention outcomes
• Provide recommendations on training and partnership spend to ensure investments are aligned to highest-impact pipelines
• Continuously optimize resource allocation toward programs that deliver measurable hiring outcomes
• Build and maintain standardized reporting that provides visibility into pipeline health by role, region, and business unit
• Develop dashboards and reporting tools (Power BI, Excel) to track partnership performance and forecast pipeline vs demand
• Translate data into clear insights and recommendations for leadership
• Drive improved data visibility across the organization to enable faster, more informed staffing decisions

Basic Qualifications
• 5+ years of experience in Talent Acquisition, workforce development, partnerships, or business development
• Experience building pipelines for technical or skilled trade roles such as Maintenance Technicians or Controls Engineers
• Experience supporting military hiring or veteran talent initiatives
• Strong analytical and reporting skills with the ability to translate data into actionable insights
• Ability to operate independently and manage multiple strategic initiatives
• Proficiency in Power BI, Excel modeling, or similar reporting tools
• Ability to travel a minimum of 25% to support external relationship building, site engagement, hiring events, and overall stakeholder partnership

Why This Role Matters

This role directly impacts the organization's ability to achieve and sustain full staffing across critical operations. By building long-term, scalable talent pipelines and driving strategic partnerships, this role reduces hiring risk, improves workforce stability, and enables long-term business growth.

CBRE GWS

CBRE Global Workplace Solutions (GWS) works with clients to make real estate a meaningful contributor to organizational productivity and performance. Our account management model is at the heart of our client-centric approach to delivering integrated real estate solutions. Each client is entrusted with a dedicated leader and is supported by regional and global resources, leveraging the industry's most robust platform. CBRE GWS delivers consistent, measurably superior outcomes for our clients at every stage of the lifecycle, and across industries and geographies.

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