Talent acquisition partner vs human resources supervisor

The differences between talent acquisition partners and human resources supervisors can be seen in a few details. Each job has different responsibilities and duties. It typically takes 4-6 years to become both a talent acquisition partner and a human resources supervisor. Additionally, a talent acquisition partner has an average salary of $70,427, which is higher than the $64,757 average annual salary of a human resources supervisor.

The top three skills for a talent acquisition partner include applicant tracking systems, customer service and TA. The most important skills for a human resources supervisor are customer service, state laws, and payroll processing.

Talent acquisition partner vs human resources supervisor overview

	Talent Acquisition Partner	Human Resources Supervisor
Yearly salary	$70,427	$64,757
Hourly rate	$33.86	$31.13
Growth rate	8%	7%
Number of jobs	40,699	46,523
Job satisfaction	-	-
Most common degree	Bachelor's Degree, 79%	Bachelor's Degree, 62%
Average age	41	47
Years of experience	6	6

What does a talent acquisition partner do?

As a talent acquisition partner, they work closely with HRBPs and hiring managers to ensure sourcing and hiring strategies are followed. They partner with business leaders and hiring managers to evaluate their talent requirements and fulfill hiring plans along with business timelines. They use social media platforms and other job established networks to discover and attract experienced, diverse talent to join our team. It is also their main responsibility to screen and select candidates efficiently by assessing both their previous experience and culture fit.

What does a human resources supervisor do?

A human resources supervisor is an individual responsible for developing and administering human resources programs so that the company can achieve efficient operations. Human resources supervisors coordinate all stages of the hiring process, such as checking all candidates' backgrounds, conducting interviews, and drug screening. They address conflicts among employees, investigate employee problems, and work with management to administer employee discipline or corrective action. The human resources supervisor also develops training and development programs for their salaried employees.

Talent acquisition partner vs human resources supervisor salary

Talent acquisition partners and human resources supervisors have different pay scales, as shown below.

	Talent Acquisition Partner	Human Resources Supervisor
Average salary	$70,427	$64,757
Salary range	Between $51,000 And $96,000	Between $47,000 And $88,000
Highest paying City	Menlo Park, CA	San Francisco, CA
Highest paying state	California	California
Best paying company	Meta	Genentech
Best paying industry	-	Manufacturing

Differences between talent acquisition partner and human resources supervisor education

There are a few differences between a talent acquisition partner and a human resources supervisor in terms of educational background:

	Talent Acquisition Partner	Human Resources Supervisor
Most common degree	Bachelor's Degree, 79%	Bachelor's Degree, 62%
Most common major	Business	Business
Most common college	University of Pennsylvania	University of Pennsylvania

Talent acquisition partner vs human resources supervisor demographics

Here are the differences between talent acquisition partners' and human resources supervisors' demographics:

	Talent Acquisition Partner	Human Resources Supervisor
Average age	41	47
Gender ratio	Male, 32.9% Female, 67.1%	Male, 35.1% Female, 64.9%
Race ratio	Black or African American, 9.8% Unknown, 5.2% Hispanic or Latino, 16.4% Asian, 8.2% White, 59.7% American Indian and Alaska Native, 0.7%	Black or African American, 7.7% Unknown, 5.1% Hispanic or Latino, 11.1% Asian, 5.7% White, 70.0% American Indian and Alaska Native, 0.4%
LGBT Percentage	9%	18%

Differences between talent acquisition partner and human resources supervisor duties and responsibilities

Talent acquisition partner example responsibilities.

Implement and lead RPO relationship company-wide.
Drive and manage ATS (icims), EEO compliance reporting, diversity marketing.
Develop, manage and ensure implementation of key metrics to measure efficacy and ROI.
Hire, develop, and manage team of 8 full-time and contract recruiters and recruiting coordinators.
Manage performance through weekly monitor metrics to improve sourcing efficacy and demonstrate ROI to the business.
Manage the scheduling and logistics of all interviews between candidates and hiring managers including post-interview calibration/feedback with interview teams.

Human resources supervisor example responsibilities.

Manage and lead service team initiatives/special projects (i.e., ADP conversion, corporate mergers, and teamwork events).
Manage HRIS database system and provide monthly reports to executive management.
Manage job-reclassification project, conducting occupational research to determine if job titles are synchronized with FLSA norms.
Utilize KRONOS and ADP to import and process payroll.
Review all exempt positions to determine classification and conduct audits to ensure FLSA compliance.
Maintain all company leave of absence (including work-relate injuries, non work-relate leaves and FMLA, etc .).

Talent acquisition partner vs human resources supervisor skills

Common talent acquisition partner skills

Applicant Tracking Systems, 13%
Customer Service, 9%
TA, 7%
Excellent Interpersonal, 4%
Recruitment Process, 4%
EEO, 4%

Common human resources supervisor skills

Customer Service, 22%
State Laws, 9%
Payroll Processing, 5%
Personnel Actions, 4%
HRIS, 4%
ISO, 3%

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Talent Acquisition Partner
Talent Acquisition Partner vs Human Resources Supervisor

Updated January 8, 2025

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