Talent Acquisition Dev Mgr - Hensel Phelps

**Description** **Compensation Range (Washington Only)** $80,000-$90,000 **Any Employment Offers are Contingent Upon Successful Completion of the Following:** + Verification of Work Authorization and Employment Eligibility + Substance Abuse Screening + Physical Exam (if applicable) + Background Checks for Badging/Security Clearances (if applicable) **About Hensel Phelps** Founded in 1937, Hensel Phelps specializes in building development, construction and facility services in markets ranging from aviation to government, commercial, transportation, critical facilities, healthcare and transportation. Ranked #1 in aviation and #12 overall general contractor in 2021 by ENR, Hensel Phelps is one of the largest employee-owned general contractors in the country. Driven to deliver EXCELLENCE in all we do and supported by our core values of Ownership, Integrity, Builder, Diversity and Community-Hensel Phelps brings our clients' visions to life with a comprehensive approach that begins with innovative planning and extends throughout the life of the property. **Position Description:** This forward-facing Talent Acquisition (TA) Team champion takes direction from corporate HR and regional leadership. Coordinates all Regional specific talent acquisition efforts, ensuring focus is on acquiring the best available, qualified talent for current and future business requirements. Accountable for the coordination, maintenance, and delivery of regional talent acquisition/recruiting processes, programs, regulatory compliance, and tools needed to assess and acquire talent. Provides input and executes innovative approaches to talent acquisition that increases organizational bench strength and fosters a strategic recruiting mindset across the Region with alignment to corporate HR. **Position Qualifications:** + Bachelor's degree or combination of equivalent education and experience required. + Experience as a talent acquisition or recruiting professional. + Demonstrated experience in developing and scaling recruitment strategies as necessary, including recruiting best practices designed to improve sourcing and pipelining. + Demonstrated experience and ability to thrive in a fast-paced recruiting environment. + Experience working collaboratively and effectively with + Knowledge and ability to ensure compliance with equal employment opportunity and Office of Federal Contract Compliance Program regulations. + Ability to maintain confidentiality and handle sensitive information. + Strong verbal and written communication. + Experience leveraging Applicant Tracking Systems. + Strong analytical skills with the ability to interpret data and trends. + Preferred construction industry experience. + Understanding of Washington state regulations. + Advanced experience in Microsoft Office Suite (Word, PowerPoint, Excel and Outlook) and knowledge of Office 365, SharePoint, and Power BI a plus. **Essential Duties:** + Collaborates in the development and coordination of a comprehensive regional talent acquisition/recruiting strategy focused on vendor relations, technology, and creative sourcing methods to identify high potential, diverse talent for hard to fill key positions, high volume hourly roles, and internships, in an efficient, effective, and timely manner. + Proactively establishes Hensel Phelps (HP) as an employer of choice in assigned areas of operation while championing HP's National Employee Value Proposition and best in class candidate experience. + Responsible for the accurate and timely use of Applicant Tracking System and social media tools (e.g. LinkedIn, Indeed, Direct Employers, Glassdoor) at the direction of corporate HR. ATS should be maintained and kept accurate as it relates to drafting and extending job offers, processing I-9s, and managing open reqs. for craft, administrative and salary roles. + Manages the full applicant lifecycle from the sourcing of candidates through the application phase; phone screening, offer letter process, and on-boarding phase. + Brings recruiting best practices, latest techniques, and industry trends by continuously assessing process improvements, creating efficiencies, and leveraging tools to enhance the talent acquisition (TA) experience from multiple external and internal stakeholders. + Ensures all Regional talent acquisition processes are integrated effectively with related corporate HR processes and executed in a timely fashion. + Recruiting efforts include sourcing new schools for employment opportunities, sourcing candidates from the industry (head hunting), managing college recruiting, coordinating all related recruiting materials and logistics, pre-screening candidates, and lead on-boarding activities. Will also conduct stay interviews and exit interviews. + Develops and coordinates strategies for regional specific career events, conferences, and community job fairs; participates as appropriate. Oversees and leads Regional Fall Recruiting Kick-Off and guides operationally focused recruiters to ensure regional alignment and compliance. + Ensures Intern Program is managed, including the process, sourcing, recruiting, coordination of internal departments, on-boarding, coordinating intern housing and logistics, actual program, final presentation/banquet, etc. + Proactively establishes functional partnerships with managers, department leaders, community partners, and collegiate department chairs to develop a thorough understanding of position needs and effectively design individualized and college-wide recruitment strategies, with a focus on enhancing diversity and inclusion. + Identifies recruiting key performance indicators/relevant metrics; analyzes data and adjusts processes when needed. Responsible for monthly reporting and metrics related to talent acquisition/recruiting. Utilizes data analytics and reporting functions (i.e. ATS reporting, competitive intelligence, social media analytics, etc.) to influence and advise business leaders. **Benefits:** Hensel Phelps provides generous benefits for our salaried employees. This position is eligible for company paid medical insurance, life insurance, accidental death & dismemberment, long-term disability, 401(K) retirement plan, health savings account (HSA) (HSA not available in Hawaii), and our employee assistance program (EAP). It also is eligible for employee paid enrollment in vision and dental insurance. Hensel Phelps also believes in the importance of taking time to recharge. As a result, salaried employees are eligible for paid time off beginning upon hire. Salaried positions (project engineers and above) participate in an annual bonus plan, subject to company and employee performance. Salaried employees (this is all salaried employees) are also eligible for a company cell phone or cell phone allowance in accordance with company policy. Further, salaried employees (project engineers and above) also receive either a vehicle or vehicle allowance in accordance with Hensel Phelps' policies. Based on position location, a cost of living adjustment (COLA) may also be included (subject to periodic review and adjustment). **Equal Opportunity and Affirmative Action Employer:** Hensel Phelps is an equal opportunity and affirmative action employer. Hensel Phelps shall not discriminate against any employee or applicant for employment on the basis of race, color, religion, sex, age, national origin, sexual orientation, gender identity and expression, domestic partner status, pregnancy, disability, citizenship, genetic information, protected veteran status, or any other characteristic protected by federal, state, or local law. The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c) Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)