Talent Acquisition Manager

Department: Human Resources

Reports To: HRBP, Built Environment Pillar

FLSA Status: This position is exempt

SUMMARY

The Talent Acquisition Manager is responsible for leading the full-cycle recruitment process and managing a team of recruiters to attract and retain top talent for our Built Environment (BE) pillar. This role partners closely with department leaders to understand business objectives, workforce needs, and project demands to develop effective hiring strategies. The Talent Acquisition Manager also oversees employer branding initiatives, campus recruiting efforts, and ensures a seamless candidate and hiring manager experience throughout the recruitment process.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Manage and Lead Recruitment Team

Supervise, mentor, and develop a team of recruiters to ensure consistent execution of hiring strategies, achievement of recruiting goals, and adherence to best practices.

• Collaborate with Hiring Managers

Partner with leadership and project managers to review position requirements, staffing needs, and candidate profiles to ensure all workforce planning issues are properly addressed.

• Develop and Maintain Job Descriptions

Craft, review, and update job descriptions and specifications that accurately reflect role requirements, responsibilities, and qualifications within the Built Environment industry.

• Source and Identify Talent

Pursue and identify qualified candidates through a variety of sourcing channels, including professional networks, online platforms, industry associations, referrals, and targeted outreach.

• Coordinate Candidate Experience

Organize and schedule interviews, maintain open communication with applicants, and ensure a professional, engaging candidate experience that aligns with company culture and values.

• Manage Interview and Travel Logistics

Coordinate candidate interview schedules, travel arrangements, and reimbursement processes in compliance with company policies.

• Support Onboarding Process

Partner with HR and hiring managers to ensure smooth onboarding and integration of new hires, facilitating a positive transition and early employee engagement.

• Oversee College Recruiting Program

Lead and grow the College Recruiting Program for the Built Environment (BE) pillar, including developing relationships with universities, managing internship programs, and coordinating participation in career fairs and campus events.

• Develop and Maintain Talent Pipelines

Build and manage proactive talent pipelines for critical and high-volume roles across MEP engineering, acoustics and technology consulting, commissioning services, and other key functional areas.

• Monitor Metrics and Reporting

Track, analyze, and report on key recruitment metrics such as time-to-fill, cost-per-hire, and quality-of-hire to evaluate effectiveness and identify opportunities for process improvement.

• Ensure Compliance and Diversity Initiatives

Maintain compliance with all applicable employment laws and regulations. Champion diversity, equity, and inclusion throughout the recruitment and hiring process.

(The specific statements shown in each section of this description are not intended to be all-inclusive. They represent typical elements and criteria necessary to successfully perform the job.)

REQUIRED SKILLS & COMPETENCIES

• Strategic Talent Planning
• Leadership and Team Development
• Relationship Management
• Candidate Experience Management
• Problem Solving and Adaptability
• Confidentiality and Professional Judgment

EDUCATION and/or EXPERIENCE

• Bachelor’s degree preferred.
• 10 years of progressive recruiting experience, with at least 3 years in management role.
• Experience recruiting for technical and professional roles in the AEC industry is required
• Demonstrated success managing full-cycle recruitment and leading high-performing recruitment teams.
• Strong understanding of sourcing techniques, talent pipeline management, and applicant tracking systems (ATS).
• Proven ability to build relationships with internal stakeholders and external partners (universities, vendors, professional networks).

LANGUAGE SKILLS

Ability to read, analyze, and interpret the most complex documents. Ability to respond effectively to the most sensitive inquiries or complaints. Ability to write speeches and articles using original or innovative techniques or style. Ability to make effective and persuasive speeches and presentations on controversial or complex topics to top management, public groups, and/or boards of directors.

MATHEMATICAL SKILLS

Ability to work with mathematical concepts such as probability and statistical inference. Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.

REASONING ABILITY

Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to sit. The employee is occasionally required to stand; walk; and use their hands. The employee must regularly lift and/or move up to 10 pounds and frequently lift and/or move up to 25 pounds.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The noise level in the work environment is usually moderate.