Talent Acquisition Manager

Title: Talent Acquisition Manager Reporting to: Head of Human Resources

*Candidate will have a Hybrid schedule if located near RLB Office*

Overview of Role

The Talent Acquisition (TA) Manager oversees the full recruiting function, leading strategies, processes, and people to attract high-quality talent across the organization. This role partners with senior leadership to understand workforce needs, designs scalable hiring solutions, and ensures a consistent, high-quality candidate and hiring manager experience. The TA Manager leads a team of recruiters and collaborates closely with HR, Operations, and business units to deliver on current and future talent demands.

Truth. Trust. Together. Tomorrow.

At RLB, we speak the truth, build for the long term, look out for each other and work to do good. We are driven by outcomes, creating tailored solutions that deliver successful projects. We believe that when we bring together the right people doing things the right way, we make progress for our clients and our communities.

RLB is an award-winning international firm, known for providing property and construction consultancy advice at all stages of the construction cycle. Utilizing its many years of experience and professionally trained employees, RLB continues to firmly establish itself as one of the major players in the construction industry throughout the Americas, Africa, Asia, Europe, Middle East, and Oceania. Our employees are involved in a variety of projects across a range of sectors, from sports arenas and healthcare to higher education and convention centers.As a privately held company, we hire the best people, give them exceptional training, and provide extensive opportunities for professional growth while working on exciting projects while providing an excellent compensation and benefits package.

Essential Functions

Talent Strategy & Workforce Planning

• Partner with senior leadership and department leaders to understand talent needs and develop short- and long‑term hiring strategies.
• Translate business objectives into actionable recruiting plans, workforce forecasts, and hiring goals.
• Develop strategies to strengthen talent pipelines for critical roles (technical, leadership, and high-volume hiring).

Leadership & Team Management

• Lead, mentor, and develop a team of recruiters, and coordinators.
• Establish performance expectations, provide coaching, and build a culture of accountability and continuous improvement.
• Ensure the TA team delivers high-quality service to internal clients.

Recruiting Operations

• Oversee full‑cycle recruiting processes from intake to offer acceptance.
• Implement structured interview practices, competency-based assessments, and selection frameworks.
• Monitor recruiting KPIs and provide regular dashboards and insights to leadership.

Process Optimization & Systems Management

• Own the applicant tracking system (ATS), ensuring data accuracy, reporting, and user adoption.
• Identify opportunities to standardize, automate, and improve recruiting workflows.
• Drive adoption of DEI recruiting standards and equitable hiring practices.

Employer Brand & Candidate Experience

• Enhance employer brand presence through targeted marketing, events, and digital outreach.
• Ensure consistent communication, feedback loops, and a high-quality candidate experience.
• Develop partnerships with universities, associations, and industry networks.

Offer Management & Talent Advisory

• Collaborate with HR and hiring leaders on compensation alignment and competitive offers.
• Advise leaders on market trends, talent availability, and hiring best practices.
• Manage sensitive or confidential searches with discretion and professionalism.

Qualifications

The ideal candidate will demonstrate a positive, proactive approach to the role and will be committed to delivering customer service excellence.

· Minimum Education required: Bachelor’s Degree in Business, HR, Management, or related experience. AEC industry experience is preferred.

· Minimum Experience required: 5-10 years of technical recruiting experience, including 2-5 years leading or coaching a recruiting team.

· Experience managing technical, professional, and leadership recruiting portfolios. Experience in construction, engineering, data centers, aviation, healthcare, or similarly technical/complex industries

· Strong understanding of recruiting metrics, workforce planning, and sourcing strategies. · Proven ability to foster strong internal partnerships with senior leaders & hiring managers by demonstrating a customer-focused approach and commitment to continuous improvement.· Skilled in ATS platforms and recruiting analytics.

· Excellent communication, coaching, and decision-making skills.

· Skills Required: Excellent oral and written communication skills; phone skills, recruiting, interviewing skills, people skills, supports diversity, employment law, results-driven, professionalism, and good judgment.

Metrics & Key Performance Indicators

Success in this role is evaluated through the following metrics:

Recruiting Efficiency

• Time-to-Fill: Average days from requisition approval to offer acceptance.
• Time-to-Start: Total timeline from requisition approval to candidate start date.
• Requisition Load Balance: Effective distribution and management of recruiter workload.

Quality of Hire

• Hiring Manager Satisfaction: Feedback on candidate quality, process, and partnership.
• Candidate Quality Ratio (Qualified to Interview / Interview to Offer): Strength of screened and submitted candidate slates.
• New Hire Performance and Retention: 90‑day and 1‑year retention targets for critical roles.

Sourcing & Pipeline Strength

• Pipeline Diversity & Depth: Volume and quality of passive candidates engaged.
• Source-of-Hire Effectiveness: Performance of sourcing channels (direct sourcing, referrals, job boards, etc.).
• Passive vs. Active Candidate Mix: Percentage of hires sourced proactively.

Candidate Experience

• Candidate NPS (Net Promoter Score): Feedback on interview process and communication.
• Process Completion Rate: Percentage of candidates who complete interview stages.
• Offer Acceptance Rate: Ratio of offers extended to offers accepted.

Operational Excellence

• ATS Data Accuracy & Compliance: % of requisitions and candidate profiles meeting required data standards.
• Process Adherence Rates: Consistency in intake meetings, structured interview usage, and documented feedback.
• Efficiency Improvements: Reductions in bottlenecks, process waste, or manual steps.

Strategic Impact

• Workforce Plan Delivery: % of roles filled according to the Strategic Plan hiring timeline.
• Critical Role Coverage: Success rate for high-impact, technical, or leadership roles.
• Market Intelligence Reporting: Frequency and accuracy of insights on talent availability, compensation, and competitor trends.
• Reduction of outside agencies: Reduce the dependency on outside agencies and bring efforts in-house.

Physical Requirements and Working Conditions:

· Indoor office environment. May require work on-site when necessary.

· Equipment used includes: computers and standard office machines.

· Essential physical tasks include: the ability to work on a computer and the ability to answer and speak on a telephone.

RLB is an Equal Opportunity Employer. This company does not and will not discriminate in employment and personnel practices based on race, sex, age, handicap, religion, national origin, or any other basis prohibited by applicable law. Hiring, transferring and promotion practices are performed without regard to the above listed items.