Talent Acquisition Manager

SUMMARY

As the Talent Acquisition Manager at Mortenson, you will play a critical leadership role in guiding and scaling the Experienced and Craft recruiting functions in support of our rapidly growing business. This position provides strategic oversight for a large, multi-level Talent Acquisition organization comprised of leaders and recruiters across multiple recruiting functions. Responsible for attracting, engaging, and hiring exceptional talent across Mortenson’s diverse business groups, this leader will scale talent acquisition capabilities, operating models, and recruiting strategies to meet rapidly evolving business needs. Working in close partnership with the Director of Talent Acquisition, you will translate enterprise talent strategy into execution while building the leadership capability, organizational effectiveness, and recruiting infrastructure required to support continued growth.

This is both a strategic and hands-on leadership opportunity for someone passionate about talent, workforce planning, and building high-impact teams in a fast-paced, purpose-driven environment. The primary focus is leading leaders, building organizational capability, and setting strategy across a large recruiting function rather than carrying an individual requisition workload. The successful candidate will be comfortable building structure where one does not yet exist, leading through ambiguity, and scaling people, processes, and strategy to support Mortenson’s continued growth.

ROLE SCOPE: This is a leadership-of-leaders role with responsibility for a large, multi-level Talent Acquisition organization. Success requires the ability to set enterprise-level strategy, develop high-performing leaders, and drive results through others. The ideal candidate has demonstrated success leading through significant growth, organizational change, shifting priorities, and ambiguous business environments where structure, processes, and talent strategies must continuously evolve to meet emerging business needs.

RESPONSIBILITIES

• Ensure Operational Excellence - oversee the full-cycle professional recruiting processes, including resource allocation, requisition prioritization, and process execution. Track performance metrics, assess trends, and drive continuous improvement.

• Lead and Inspire a High-Performing Team - manage a team of Talent Acquisition supervisors and develop a team of Experienced and Craft recruiters, providing coaching, guidance, and performance feedback that supports individual growth and team success.

• Build Organizational Capability - assess leadership and team capabilities, identify development needs, strengthen succession and talent pipelines, and evolve the organization to support continued business growth and changing workforce demands.

• Provide Enterprise-Scale Organizational Leadership - establish direction, operating rhythms, priorities, and accountability across a large, geographically dispersed, multi-level Talent Acquisition organization. Ensure resources, capabilities, and organizational structure remain aligned to evolving business priorities and workforce demands.

• Lead Through Leaders - lead and develop Talent Acquisition supervisors and other people leaders, strengthening their ability to coach teams, manage performance, build capability, and translate strategy into execution.

• Lead Through Ambiguity and Growth - navigate rapidly changing business conditions, workforce plans, and organizational priorities. Create clarity amid uncertainty, assess emerging talent needs, and adapt recruiting strategies, team structures, and resource allocation to support continued business growth.

• Drive Strategic Alignment - partner closely with senior business leaders, HR partners, and workforce planning teams to ensure recruiting strategies directly support Mortenson’s business priorities, workforce needs, and growth trajectory.

• Build Scalable Recruiting Strategies - in partnership with Talent Acquisition Operations, design and implement recruiting processes that scale with the business while maintaining a high-quality candidate and hiring manager experience.

• Advance Employer Brand & Candidate Experience - champion Mortenson’s team member value proposition in the marketplace through consistent messaging, candidate engagement, and inclusive recruiting practices.

• Collaborate Across Talent & HR Functions - work in close collaboration with learning & development, DEI, and HR teams to ensure a cohesive talent strategy that addresses attraction, development, and retention.

• Provide Thought Leadership - stay ahead of industry trends, labor market shifts, and recruitment best practices. Provide guidance and insight to internal stakeholders to ensure Mortenson remains competitive in the talent acquisition landscape.

QUALIFICATIONS

• Bachelor’s degree in business, human resources, or a related field, or an equivalent combination of education and professional experience

• 8+ years of recruiting or talent acquisition experience, including 3+ years in a leadership or managerial role

• Proven experience leading, coaching, and developing high-performing recruiting teams

• Demonstrated ability to partner with senior leaders to build workforce plans and execute recruiting strategies aligned to business goals

• Deep understanding of full-cycle recruiting processes, systems, and tools (e.g., ATS, sourcing platforms, metrics)

• Strong communication, influencing, and stakeholder management skills across all levels of the organization

• Experience designing and executing scalable hiring programs in high-growth or complex environments

• Analytical mindset with experience using data to drive performance, identify gaps, and improve outcomes

• Commitment to inclusive hiring practices and building diverse teams

• Agile, collaborative, and solutions-oriented with a passion for people and building strong teams

PREFERRED QUALIFICATIONS

• Demonstrated experience leading a large, multi-level Talent Acquisition organization, including direct leadership of people leaders.

• Experience leading a Talent Acquisition organization of comparable scale and complexity, with responsibility across multiple recruiting functions, business groups, geographic regions, or talent segments.

• Proven ability to coach and develop leaders, strengthen succession pipelines, and build leadership capability across a distributed or multi-layered organization.

• Experience setting and executing enterprise or function-wide talent acquisition strategy in a fast-paced, high-growth, or highly complex organization.

• Proven ability to create clarity, alignment, and accountability in highly ambiguous environments characterized by rapid growth, evolving workforce needs, and competing business priorities.

• Demonstrated success leading organizational change, scaling teams and processes, and aligning resources to shifting business priorities.

• Executive-level presence and the ability to influence senior leaders, navigate competing priorities, and translate workforce needs into actionable recruiting strategies.

A few benefits offered include:

(for Non-Craft & Non-Union Craft working 25+ hours / week)

• Medical and prescription drug plans that includes no additional cost vision coverage

• Dental plan

• 401k retirement plan with a generous Mortenson match

• Paid time off, holidays, and other paid leaves

• Employer paid Life, AD&D, and disability insurance

• No-Cost mental health tool and concierge with extensive work-life resources

• Tuition reimbursement

• Adoption Assistance

• Gym Membership Discount Program

The base pay range for this role is $110,300 - $165,500. (Actual range is higher for the following office locations: Denver, CO and Chicago, IL – 5%, Seattle, WA, and Portland, OR – 10%, Washington, D.C. – 12.5%).

Base pay is positioned within the range based on several factors including an individual’s knowledge, skills, and experience, with consideration given to internal equity. This position is eligible for Mortenson’s incentive plan.

#LI-PM1 #LI-hybrid

Please make note:

• Visa sponsorship is not offered for this position.

• Our postings are typically open a minimum of 5 days and an average of 44 days.

ABOUT MORTENSON

As a top builder, developer, and EPC (Engineering, Procurement, and Construction), our expertise spans markets like sports, renewable energy, data centers, healthcare, and more. We are builders at heart, working to ensure the built environment has a lasting positive impact.

Let’s Redefine Possible®

Equal Employment Opportunity

Your uniqueness brings new and creative perspectives to the team. Mortenson is committed to providing equal opportunities of employment (EOE) to all individuals, regardless of your race, religion, gender, national origin, age, veteran status, disability, marital status or any other legally protected category.

Other Items to Note

• Mortenson reserves the right to hire any individual without legal or financial obligation on unwanted solicitations. No agency emails, calls, or solicitations are accepted without a valid agreement.

• Must be currently legally authorized to work in the U.S. without sponsorship for employment visa status (e.g., H1B status, 0-1, TN, CPT, OPT, etc.). We are unable to sponsor or take over sponsorship of an employment Visa at this time.