Talent Acquisition & People Operations Manager

We are evolving our leadership team and seeking a Talent Acquisition & People Operations Manager to oversee the full lifecycle of our workforce. This role balances the urgent need for high-volume recruitment with a strategic focus on employee retention, career development, and long-term organizational health.

You will lead the charge in sourcing top-tier talent while simultaneously building the frameworks that keep our team members engaged, supported, and growing. If you are a visionary leader who understands that a company’s success is built on both getting the right people in the door and ensuring they have a path to thrive, we want you on our team.

Key Responsibilities

1. Full-Cycle Recruitment & Team Building

• End-to-End Ownership: Manage the entire recruitment lifecycle from initial job posting and sourcing to offer negotiation and final onboarding.
• Strategic Sourcing: Utilize LinkedIn Recruiter, Zip Recruiter,  local networks, and industry-specific boards to find "passive" candidates who aren't just looking for a job, but a career.
• Vetting & Interviewing: Conduct deep-dive interviews to ensure candidates align with our core values and technical requirements.

2. Pipeline Development & Expansion

• Geographic Sourcing: Research and build talent pools in target expansion areas outside of New Jersey. 
• Market Intelligence: Stay ahead of regional labor trends, salary benchmarks, and competitor moves in both NJ and new territories.
• Database Management: Maintain a "warm" pipeline of candidates so that when a new project or territory opens, we are ready to hire immediately.

3. Collaborative Leadership

• Partner with Administration: Work hand-in-hand with the Head of Administration to forecast hiring needs and align recruitment goals with business health.
• Employer Branding: Enhance our presence in the NJ market and beyond, ensuring we are recognized as an employer of choice.

4. Onboarding Excellence

• Seamless Integration: Coordinate with HR and Department Heads to ensure every new hire has a world-class first week, from paperwork to culture immersion.

5. Employee Retention, Development & HR Management

• Performance Management: Implement and manage feedback loops, performance reviews, and professional development plans to foster a high-performance culture.
• Retention Strategies: Analyze turnover data and employee feedback to design and execute initiatives that improve morale and long-term tenure.
• Growth & Upskilling: Identify training needs across the organization and facilitate workshops or mentorship programs to help employees advance their careers.

The Ideal Candidate

• The NJ Expert: You have a deep understanding of the New Jersey labor market and a local network you can tap into.
• The Growth Mindset: You aren't intimidated by the prospect of hiring in a city or state where we don’t yet have a physical footprint.
• The Relationship Builder: You can talk to anyone—from field crews to executive leadership—and build instant rapport.
• Data-Driven: You use metrics (time-to-hire, source of hire) to refine your process and report back to leadership.
• People-First Leader: You are passionate about employee advocacy and creating an environment where individuals feel valued and empowered to grow.

Requirements

• Experience: 3–5 years of experience in recruitment (In-house or Agency), preferably with experience in high-volume or multi-regional hiring.
• Tech Savvy: Expert proficiency with Applicant Tracking Systems (ATS), LinkedIn Recruiter, and Microsoft Excel.
• Communication: Exceptional verbal and written communication skills.
• Multilingual: Proficiency in Spanish is highly preferred, given our diverse workforce and expansion goals.
• Education: Bachelor’s degree in HR, Business, or a related field (or equivalent experience).