Talent Acquisition Manager

Job Description

Job Description

About Burns:

Burns Engineering provides professional engineering design and project management services for transportation, facilities, and infrastructure projects. We help our clients attain their strategic goals and initiatives through successful large-scale infrastructure projects.  Burns' full-service capabilities include mechanical, electrical, civil, structural, transportation, and energy consulting engineering.

Recently voted a Top Workplace by Philly.com, we credit our strength as an organization to our talented, driven, vibrant team.  Burns is an ENR Top 500 Firm, and has been named an MEP Giant by Consulting-Specifying Engineer Magazine, as well as a Hot Firm by Zweig.  We are industry experts, proven leaders, innovative thinkers, and team players. We put our clients' successes and best interests first, because their success is our success. We have fun at work because we love making a difference in the world.  We are looking for high-energy, bright, collaborative individuals who want the opportunity to "write their own story" with us.

SUMMARY

The Talent Acquisition Manager is responsible for leading the organization's talent acquisition strategy, recruiting operations, employer branding initiatives, workforce planning support, and hiring process execution. This role partners closely with business leaders and hiring managers to attract, assess, and hire top talent across all levels of the organization.

The Talent Acquisition Manager oversees full-cycle recruiting activities, develops proactive talent pipelines, enhances candidate experience, manages recruiting technology and processes, and ensures hiring practices align with organizational goals and employment regulations. This position serves as a strategic advisor to leaders on talent market conditions, workforce planning, recruitment strategies, and hiring decision-making.

The Talent Acquisition Manager provides leadership to Talent Acquisition professionals and is responsible for building a high-performing recruiting function that supports organizational growth, enhances the employer brand, and creates sustainable talent pipelines for future workforce needs.

ESSENTIAL JOB RESPONSBILITIES

Talent Acquisition Strategy & Workforce Planning

• Develop and execute talent acquisition strategies that support organizational growth objectives.
• Lead workforce planning discussions to anticipate hiring demand, critical skills gaps, and succession-related talent needs.
• Develop recruiting strategies for difficult-to-fill, specialized, and leadership positions.
• Build and maintain recruiting metrics, dashboards, and hiring forecasts to support strategic decision-making.
• Monitor labor market trends and provide recommendations regarding talent availability, compensation competitiveness, and recruiting approaches.

Full-Cycle Recruiting & Hiring

• Lead full-cycle recruiting activities including sourcing, screening, interviewing, candidate assessment, offer development, and onboarding coordination.
• Ensure timely and effective management of all requisitions.
• Partner with hiring managers to define position requirements, interview processes, and candidate evaluation criteria.
• Facilitate selection and hiring decisions while promoting consistency, fairness, and compliance.
• Review and approve job postings and recruiting communications.

Talent Pipeline Development

• Establish and maintain proactive candidate pipelines for recurring, high-demand, and critical positions.
• Develop relationships with professional associations, industry groups, universities, trade schools, military transition programs, and networking organizations.
• Create targeted sourcing strategies for engineering, technical, operational, and leadership talent.
• Maintain passive candidate pipelines for future hiring needs.
• Identify innovative sourcing approaches to increase applicant quality and diversity of candidate pools.

Acquisition Integration

• Evaluate acquired organizations' talent acquisition processes, recruiting tools, employment branding, candidate pipelines, and hiring practices.
• Identify critical employees, technical subject matter experts, key leaders, and hard-to-replace talent and assist in development of retention strategies.
• Partner with Human Resources leadership to assess workforce capabilities, succession risks, and talent gaps that may impact integration planning.
• Support integration planning by evaluating organizational staffing needs, recruiting priorities, and future workforce requirements.
• Coordinate recruitment efforts required to support growth, backfill vacancies, or address talent gaps identified during due diligence.

Employer Branding & Recruitment Marketing

• Partner with Marketing and business leaders to strengthen the organization's employer brand.
• Develop recruiting campaigns, employee referral initiatives, social media recruiting strategies, and external outreach efforts.
• Represent the organization at career fairs, networking events, industry conferences, and recruitment programs.
• Promote the organization's culture, values, career opportunities, and employee value proposition.
• Support efforts to position the organization as an employer of choice within target markets.

Recruiting Operations & Technology

• Lead administration and continuous improvement of the Applicant Tracking System (ATS).
• Ensure recruiting workflows, approvals, reporting, and candidate communications are effectively managed.
• Develop and maintain hiring processes, interview guides, recruiting tools, and manager resources.
• Monitor recruiting metrics, including:
  • Time-to-fill
  • Time-to-start
  • Source effectiveness
  • Candidate conversion rates
  • Offer acceptance rates
  • Quality of hire
  • Recruiting capacity and workload
• Identify opportunities to improve recruiting efficiency, candidate experience, and hiring outcomes.

Leadership & Team Development

• Provide leadership, coaching, and development for Talent Acquisition team members.
• Establish performance expectations, recruiting priorities, and workload management processes.
• Promote accountability, service excellence, responsiveness, and continuous improvement.
• Develop recruiting capabilities and best practices throughout the Talent Acquisition function.

  Compliance  

• Ensure compliance with federal, state, and local employment regulations.
• Maintain recruiting and hiring practices that support equal employment opportunity principles.
• Ensure proper documentation and record retention for recruiting activities.
• Partner with Human Resources leadership and legal counsel regarding hiring compliance matters.
• Perform all tasks in compliance with Burns standards, policies, and procedures.
• Adhere to all Human Resources policies and procedures.
• Ensure adherence to all federal, state, and local employment regulations.
• Complete special duties as assigned.

SUPERVISORY RESPONSIBILITIES 
The Talent Acquisition Manager, will have formal supervisory responsibilities, overseeing the Talent Acquisition Specialists

EDUCATION REQUIREMENTS  
Bachelor's degree in Human Resources, Business Administration, or a related field preferred. Significant relevant Talent Acquisition experience may be substituted for formal education.

EXPERIENCE REQUIREMENTS

• Minimum of 7 years of progressive Talent Acquisition experience.
• Minimum of 3 years of recruiting leadership or management experience.
• Demonstrated experience leading full-cycle recruiting functions.
• Experience recruiting in engineering, consulting, architecture, professional services, or technical recruiting environments.
• Experience partnering with senior business leaders on workforce planning and recruiting strategy.

CERTIFICATION OR LICENSE
AIRS, LinkedIn Recruiter, PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred

PREFERRED EXPERIENCE

• Demonstrated success working in high-growth organizations experiencing significant hiring demand.
• Executive search and leadership recruiting.
• Recruiting analytics and workforce planning.
• Acquisition integration and recruiting support activities.
• Employer branding and recruitment marketing initiatives.
• Campus recruiting, internships, co-op programs, and early career development programs.
• Applicant Tracking System implementation and optimization.
• Building employee referral programs and proactive talent communities.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities: This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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