Sr. Talent Recruiter

Role Purpose:

The Senior Recruiter helps build and sustain the people who define Thomas’s success. This position leads all efforts to recruit, train, and retain exceptional talent while strengthening our culture of Team, Improvement, Excellence, and Service (TIES). As part of a two-person People & Culture team, the Senior Recruiter serves as both a strategic talent architect and an operational HR resource— helping develop and execute the company’s staffing and development models that support our strategic growth from $200 MM to $350 MM . The role balances hands-on recruiting with leadership in onboarding, professional development, and retention initiatives that make Thomas an employer of choice across the Southeast Key Responsibilities 1.

Recruit — Attract and Hire Exceptional Talent

• Lead all recruiting and sourcing across Construction Operations, Preconstruction, and Corporate Services.
• Increase brand recognition through career fairs, university partnerships, professional associations, and targeted marketing.
• Design and manage targeted recruiting campaigns in key markets (Raleigh, Charlotte, Southeast) using digital platforms, LinkedIn Recruiter, and social media.
• Build proactive pipelines for recurring roles (Superintendent, Project Manager, Estimator, Division Lead).
• Partner with hiring managers to forecast workforce needs and align with the companywide staffing model.
• Represent Thomas’s culture and values in every candidate interaction, ensuring an exceptional candidate experience.

2. Train — Develop and Grow Our People

• Lead Intern and Co-Op Programs: plan annual university engagement, recruit and onboard students, and track evaluations and conversion outcomes.
• Own Onboarding and Orientation: manage all activities from offer acceptance through 90- day check-ins, ensuring consistent, high-impact new-hire integration.
• Collaborate with the Director of People & Culture to design and maintain career
• Development paths for field, preconstruction, and corporate employees.
• Deliver and coordinate training opportunities and workshops that “grow Thomas’s strength from within.”
• Help integrate professional-development plans into annual reviews and succession planning.
• Serve as manager of the Process Training Library (PTL): maintain and expand the company’s internal library of training modules, onboarding materials, and process guides. Partner with the Director of People & Culture to migrate the PTL to a next-generation, cloud-based AI/LLM learning platform scheduled for rollout in 2026.

3. Retain — Engage and Support Our Team

• Develop and execute retention strategies that strengthen engagement and career satisfaction.
• Track turnover trends, identify risk factors, and recommend proactive retention actions.
• Support performance-review cycles, professional-development planning, and performance
• Improvement plans (PIPs).
• Conduct stay and exit interviews; report findings and recommendations to leadership.
• Lead or support culture-building and recognition initiatives that reinforce the TIES values.

4. People & Culture Department Responsibilities

• Operate as an integral member of the People & Culture department, supporting all HR functions alongside the Director of People & Culture.
• Assist with payroll coordination, employee-records management, benefits administration, and compliance documentation.
• Provide day-to-day employee support regarding HR policies, benefits, and workplace questions.
• Collaborate on the design and execution of staffing and development models aligned with the company’s growth strategy.
• Support annual workforce planning, compensation reviews, and compliance audits.
• Maintain confidentiality and professionalism in all HR and employee-related matters.
• Continuously improve HR systems and workflows (Paycor, ADP, onboarding processes, etc.).
• Support the digital transformation of the Process Training Library (PTL), ensuring content accuracy, accessibility, and alignment with development paths as the system transitions to a cloud-based LLM platform.
• Participate in special projects that advance organizational development, workforce planning, and leadership growth.

Key Competencies

• Strategic Talent Builder: Connects recruiting and development to long-term organizational goals.
• Culture Champion: Embodies and reinforces TIES values in every interaction.
• Developer: Invests in others’ growth and professional progress.
• Relationship Builder: Earns trust across departments and leadership levels.
• Organized & Analytical: Balances multiple priorities while leveraging data to drive decisions.
• Adaptable: Thrives in a lean, fast-paced, team-oriented environment.
• Sound Judgment: Maintains discretion and integrity in all HR matters.

Performance Metrics (KPIs) Recruit — Build a Strong and Aligned Workforce

• Average time-to-fill ≤ 45 days for core roles (PE, PM, Superintendent).
• 70% success rate in targeted recruiting campaigns for leadership or specialty hires.
• Intern classes sourced from 100% of partner universities with ≥50% conversion to full-time hires.
• Annual growth in target classifications (PE, PM, Superintendent) aligned with staffing plan.
• Participation in ≥6 recruiting or brand-building events per year. T

Train — Develop and Advance Our People

• 100% onboarding completion and 30/60/90-day check-ins for new hires.
• ≥90% new-hire satisfaction from onboarding surveys.
• Documented career-development paths maintained for all major role categories.
• ≥2 annual training initiatives supporting advancement and leadership readiness.
• 100% performance-review participation with year-over-year goal-setting improvement.

Retain — Strengthen and Sustain Our Team

• 90-day retention ≥ 95% and annual voluntary turnover ≤ 10%.
• Quarterly stay-interview and leave-risk reporting to leadership.
• ≥15% of hires filled through internal promotion or mobility annually.
• ≥2 culture or recognition initiatives each year reinforcing TIES values.
• Quarterly recruiting & retention scorecards presented to leadership with analysis and recommendations.

Strategic Alignment

• Measurable progress in executing the company’s staffing and development models that support annual growth and market strategy.
• Active participation in annual workforce-planning and forecasting to align headcount and development initiatives with business objectives.

Qualifications

• Education: Bachelor’s degree in marketing, communications, business, or a related field required. Master’s degree or relevant professional certifications (e.g., CPSM, MBA) preferred.
• Experience: Minimum 8 - 10 years of progressive experience in marketing, business development, or strategic communications with at least 3 - 5 years in a leadership role managing a multi-disciplinary marketing or strategy team. Strong preference for experience within the construction, architecture, or engineering industries, including strategic planning, brand management, and business development support.

Skills

• Bachelor’s degree in Human Resources, Business, Communications, or related field preferred.
• 7 years of progressive experience in recruiting and HR, preferably within construction, engineering, or professional services.
• Demonstrated success leading recruiting campaigns, internship programs, and onboarding initiatives.
• Working knowledge of HR compliance, employment law, and engagement best practices.
• Proficiency in ATS / HRIS platforms ( ADP, or similar).
• Excellent written and verbal communication skills.
• SHRM-CP, PHR, or equivalent credential preferred.