Talent Acquisition Specialist

Division: Revive Infrastructure Group (RIG) Reports To: Chief Human Resources Officer Location: Midwest and Northwest Markets – Nationwide Recruiting Scope FLSA: Full Time, Salary Exempt Position Category: Non-Safety Sensitive Position Summary: The Talent Acquisition Specialist serves as RIG’s primary resource for full-cycle recruiting and new hire onboarding. This is a high-impact, solo-contributor role that supports a dual workforce of field/construction, office/administrative, management, and professional level employees across RIG’s Midwest and Northwest operations. Reporting directly to the CHRO, the Talent Acquisition Specialist partners closely with leadership and hiring managers to attract, select, and onboard top talent while building the systems, tools, and processes that support a growingHR function. This person manages the full employee journey from first touch in the candidate pipeline through new hire orientation, with limited, secondary support of recruitment marketing efforts that directly support open positions. Key Responsibilities: Manage full-cycle recruiting for 20–30 positions annually across field/construction and office roles, supporting both the Missouri and Idaho offices as well as nationwide Partner with hiring managers to develop job postings, define candidate profiles, and build sourcing strategies for each role Source candidates through job boards, social media, trade networks, referrals, and direct outreach; build and maintain a proactive talent pipeline for high-volume or hard-to-fill roles Screen, interview, and advance qualified candidates; coordinate interview scheduling and debrief sessions with hiring teams Develop and administer structured interview guides and standardized selection criteria to ensure consistency and legal defensibility across all hiring decisions Manage offer process including compensation recommendations, offer letter preparation, and candidate communications through acceptance Track and report on key recruiting KPIs including time-to-fill, source of hire, offer acceptance rate, and cost-per-hire; present regular summaries to HR Leadership Build and maintain strong business relationships with hiring managers and leadership, serving as a trusted advisor on talent needs, market conditions, candidate availability, compensation considerations, and recruiting strategy. Maintain applicant tracking system (ATS) data integrity and ensure compliance with EEO recordkeeping requirements Onboarding & Employee Experience: Own and continuously improve the new hire onboarding process for both field and office employees, ensuring a consistent and welcoming experience from offer acceptance through the first 90 days Coordinate pre-boarding activities including background checks, documentation collection, system access setup, and equipment preparation Facilitate new hire orientation and ensure employees understand RIG’s culture, values, policies, and expectations from day one Develop and manage 30/60/90-day check-in processes to support new hire integration and early retention Collect and analyze onboarding feedback to identify gaps and drive ongoing improvements to the employee experience Partner with managers to ensure role‑specific training and integration plans are in place for each new hire Recruitment Marketing (Secondary Support) Develop and maintain a consistent employer brand voice across all job postings, career‑related communications, and candidate‑facing materials Collaborate with HR and leadership team to support RIG’s presence on LinkedIn, Indeed, Facebook and other platforms as an employer of choice in the construction and infrastructure space Identify and manage relationships with job boards, trade schools, vocational programs, and other sourcing partners that support the pipeline for field and skilled trade roles Note: recruitment marketing is a secondary, supporting duty to this role’s primary focus on full-cycle recruiting and onboarding; broader employer reputation management and general internal/company communications sit with Marketing and HR Leadership, respectively Collaborate with HR to design and deliver manager training on interviewing skills, behavioral‑based selection, and legal compliance in the hiring process Serve as day‑to‑day resource for managers and employees on questions related to recruiting, onboarding, and HR processes Support HR compliance activities including I‑9 administration, EEO reporting, and personnel file management Contribute to the development of HR policies, procedures, and programs as the HR function at RIG continues to grow Develop credibility and trust with leaders across field and office operations by providing timely communication, market insight, recruiting recommendations, and follow‑through. Success Factors/Job Competencies Competency- What It Looks Like at RIG Relationship Building & Business Partnership Earning trust of candidates, managers, and leadership; partners effectively across field and office teams. Builds and maintains strong, trusted relationships with hiring managers and leadership; serves as a strategic recruiting partner who understands business needs, anticipates talent challenges, and provides proactive guidance throughout the hiring process Initiative & Ownership Proactively identifies gaps in process and takes action without waiting to be directed Attention to Detail Maintains accuracy in offer letters, compliance documentation, ATS records, and reporting Manages shifting priorities across high-volume, fast-moving construction business Communication Represents RIG professionally in all candidate and internal interactions; tailors message to the audience Data-Driven Thinking Uses recruiting metrics and KPIs to drive decisions and report results to leadership Candidate Experience Focus Consistently delivers respectful, responsive, and professional experience for every candidate Qualifications required: 3+ years of full-cycle recruiting experience, preferably in construction, trades, infrastructure, or industrial environment Demonstrated experience managing onboarding processes for a multi-location or geographically dispersed workforce Strong proficiency with applicant tracking systems (ATS) and HRIS platforms Working knowledge of EEO/OFCCP compliance, I-9 administration, and federal/state employment law fundamentals Excellent written and verbal communication skills; ability to represent Revive professionally with candidates, managers, and leadership Ability to manage multiple open requisitions and competing priorities in a fast-paced, high-growth environment Bachelor’s degree in Human Resources, Business Administration, or a related field Experience recruiting for skilled trades, field labor, or technical construction roles Familiarity with employer branding strategies, recruitment marketing tools, and social media sourcing Experience with ADP Recruiting/ADP Workforce Now preferred Working Conditions / Environment: This is primarily an office-based environment with occasional travel to visit other offices, field locations, training, or company events that may be required to support recruiting, onboarding, or HR initiatives. This position routinely uses standard office equipment such as laptop computers, projectors, smartphones, copy/fax, and filing cabinets. This is a largely sedentary position; however, some physical work will be required. Must be able to work in a variety of physical positions, like sitting, squatting, standing, walking, and driving. Must be able to lift up to 15 pounds. Specific vision abilities required by the job include close vision, distance vision, peripheral vision, depth perception and the ability to adjust focus. May visit construction project sites. Must wear common PPE and safety equipment such as safety glasses, hard hats, safety vests, etc. and may be exposed to uncomfortable or distracting sounds or noise levels while onsite. Other Duties: please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, and responsibilities that are required of the employee for his or her job. Duties, responsibilities, and activities may change at any time with or without notice. #J-18808-Ljbffr