Talent Acquisition and Development Manager

Company Overview 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 #6 overall general contractor in 2024 by BD+C, 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 The Talent Acquisition and Development Manager (TADM) is the visionary leader responsible for driving workforce planning and talent acquisition strategy and execution within a region or business unit in alignment with enterprise objectives. As a talent ambassador for Hensel Phelps, the TADM leads regional recruiting strategies, oversees end‑to‑end hiring and onboarding programs, and ensures exceptional, consistent candidate and employee experiences that reflect the company’s values and culture. This data‑driven role combines strategic leadership with hands‑on execution, requiring the ability to influence senior leaders, develop high‑performing teams, and deliver measurable recruiting outcomes. Position Qualifications Bachelor’s degree in any STEM discipline, Human Resources, Business, or related field 7–10+ years of progressive Talent Acquisition experience, including enterprise‑level leadership 3+ years of demonstrated success leading teams and driving measurable recruiting outcomes Proven experience leading full‑cycle recruiting strategies across multiple talent segments (campus, early career, experienced hires) Experience partnering with senior leadership to develop workforce plans and hiring strategies Expert proficiency in sourcing, interviewing, and offer negotiation Ability to identify and respond to evolving talent market trends Data‑driven decision‑making skills and recruiting analytics capabilities Expertise in project/time management in a complex and fast‑paced environment Excellent communication skills with the ability to influence diverse stakeholders Forward‑thinking, strategic mentality with an enterprise‑first mindset Reliable, composed, and confident leader Extremely detail‑oriented with a focus on quality and execution Commitment to continuous improvement and innovation Computer & Software proficiency: SAP SuccessFactors, Microsoft Windows (PC) and Word/Excel/Outlook/PowerPoint/Copilot/SharePoint/etc. Essential Duties Strategic Leadership & Workforce Planning Develop and lead regional talent acquisition strategy aligned to enterprise goals Partner with regional leadership to develop workforce plans that support long‑term growth initiatives Influence hiring decisions using data, market trends, and workforce insights Share market trends and labor insights with leadership and the TA team to drive informed decision‑making Partner and align with enterprise Talent Acquisition team to ensure consistency in strategy, processes, and outcomes across all business units Own execution of the regional workforce plan, ensuring hiring strategies align enterprise‑wide and translate into measurable hiring outcomes and business results Team Leadership & Development Train, coach, and manage Recruiting Specialists and Talent Acquisition Coordinators to ensure consistent execution and high performance Build a high‑performing, accountable, and collaborative TA team environment Communicate clear roles, responsibilities, and performance expectations to all regional TA team members Mentor and guide team members to fully leverage their strengths, and to maximize their learning and career growth potential Recruiting & Program Execution Oversee full‑cycle recruiting strategy and execution efforts across intern, campus, early career, experienced, and craft hiring Manage candidate assessment processes and outcomes to ensure quality, consistency, and alignment with business needsEnsure consistent implementation and execution of enterprise talent acquisition programs and workflows at the regional level Negotiate staffing firm contracts and manage vendor performance to ensure cost‑effective and high‑quality outcomes Facilitate and drive employee referral program adoption and effectiveness Evaluate and implement new tools, technologies, and resources to enhance recruiting effectiveness Oversee and continuously improve the candidate experience across all touchpoints, including application, interview, offer, and hiring stages Oversee internship, orientation and employee experience programs in partnership with Operations to ensure consistent and high‑quality delivery Data, Reporting & Compliance Own talent acquisition reporting and data analysis, providing actionable insights to improve hiring effectiveness and efficiency Create and maintain affirmative action plans and ensure compliance with applicable regulations Provide talent acquisition and workforce planning updates to regional leadership, including hiring progress, risks, market insights, etc. Recruitment Marketing & Employer Brand Lead the regional recruitment marketing strategy, ensuring alignment with enterprise talent acquisition initiatives and long‑term workforce planning priorities Optimize recruitment marketing performance using campaign performance and brand engagement metrics to strengthen talent pipelines Partner cross‑functionally with enterprise Talent Acquisition and corporate and regional Marketing teams to develop and deliver innovative, high‑impact campaigns that attract high‑quality campus, early career and experienced talent Elevate and consistently communicate the Hensel Phelps employer brand—showcasing our culture, investment in employee development, and commitment to long‑term career growth and stability Physical Work Classification & Demands Light work. Exerting up to 25 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. The individual in this position will periodically walk, kneel, sit, crouch, reach, stoop, read/see, speak, push, pull, lift, stand, and finger/type. The frequency of each action varies by workflow and office activity. Walking – the person in this position needs to occasionally move about inside the office to access file cabinets, office machinery, boxes, cabinets, etc. Constantly operates a computer and other office machinery, such as a calculator, copy machine, phone, computer, and computer printer. The person in this position frequently communicates with employees and external stakeholders regarding a variety of topics related to office administration. Constantly computes, analyzes, and conceptualizes mathematical calculations and formulas. Constantly reads written communications and views email submissions. The person in this position regularly sits in a stationary position in front of a computer screen. Visual acuity and ability to operate a vehicle as certified and appropriate. Rarely exposed to high and low temperatures. Rarely exposed to noisy environments and outdoor elements such as precipitation and wind. Compensation Base Salary Range: $95,000.00 – $105,000.00, Annually Cell Phone Reimbursement: $900.00, Annually Vehicle Allowance: $8,400.00, Annually Performance Bonus: 0–10% of base salary, Annually Total Direct Compensation Range: $104,300.00 – $124,800.00, Annually Retirement Account Contribution: 15% of base salary after one year of employment Employee Ownership Potential: After one year of employment 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). Why Hensel Phelps At Hensel Phelps, our people are our greatest asset. The TADM plays a critical role in shaping our workforce and ensuring we continue to attract, develop, and retain top talent. This is a highly visible role and an opportunity to lead meaningful, high‑impact work that directly supports the growth and success of an industry‑leading builder. Pre‑Employment Checks Verification of work authorization and employment eligibility Substance abuse screening Physical exam (if applicable) Background checks for badging/security clearances (if applicable) Equal Opportunity And Affiliated Employer Hensel Phelps is an equal opportunity employer. We are committed to engaging in affirmative action to increase employment opportunities for protected veterans and individuals with disabilities. We 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) #J-18808-Ljbffr HENSEL PHELPS