National Recruiter

Job Title: National Recruiter

At K. Hovnanian, we are bringing innovation to a stagnant industry long overdue for change: homebuilding. Through vertical integration and advancing componentized construction, we are fulfilling our mission to deliver beautiful, high-quality homes that uplift souls. We challenge the status quo and are committed to rethinking how homes are designed, built, and delivered so the home of tomorrow is meaningfully better than today. We blend the benefits of a public company with nearly 70 years of family-rooted leadership. With a presence in 27 markets across 13 states, we serve first-time buyers, move-up buyers, luxury customers, and active lifestyle homeowners. In FY25, we generated approximately $3B in revenue while delivering over 6,400 homes to families nationwide. As we continue to transform how we operate as a company, we are committed to creating an environment where collaboration, accountability, and empowerment are at the core of how we work. We are seeking bold, curious, thoughtful leaders to join us and help shape the future.

The Role

The National Recruiter plays a critical role in shaping how K. Hovnanian attracts, evaluates, and hires talent across the organization. This position is responsible for managing full-life cycle recruiting, while partnering closely with HR leaders and hiring managers to translate business needs into effective hiring strategies. This role requires a strong understanding of workforce planning, labor market dynamics, and candidate behavior, along with the ability to proactively build pipelines for current and future hiring needs. In this role, the National Recruiter serves as a trusted advisor to the business, providing guidance on role definition, sourcing strategy, market availability, and hiring trade-offs. Success requires balancing speed, quality, and candidate experience while navigating competing priorities in a fast-paced, multi-location environment. The National Recruiter is expected to bring insight, structure, and accountability to the recruiting process, continuously improving how talent is identified, engaged, and delivered in support of organizational growth and performance.

Responsibilities

• Partner with HR regional partners and hiring leaders to assess, forecast, and prioritize national and regional hiring needs
• Lead end-to-end recruiting for assigned functions, from workforce planning and intake through offer and onboarding
• Design and execute targeted sourcing strategies using a mix of direct sourcing, digital platforms, referrals, and external partnerships
• Serve as a trusted advisor to hiring managers, providing market insights, talent recommendations, and guidance on hiring decisions
• Screen, assess, and interview candidates using competency-based techniques to ensure quality and consistency
• Build and maintain pipelines for critical and hard-to-fill roles
• Track recruiting metrics and provide regular updates on progress, risks, and outcomes
• Continuously identify opportunities to improve recruiting processes, tools, candidate experience, and employment branding
• Represent the company at career fairs, networking events, and targeted outreach initiatives as needed

Skills and Qualifications

• Bachelor's degree in human resources, Business Administration, or a related field
• 10+ years of progressive recruiting or talent acquisition experience, preferably in a multi-location or national environment
• Demonstrated experience operating as a consultative Talent Acquisition partner rather than a transactional recruiter
• Strong working knowledge of employment law and compliant recruiting practices
• Proven ability to recruit across multiple levels and functions
• Excellent communication, influencing, and relationship-building skills
• High attention to detail with the ability to manage multiple priorities simultaneously
• Proficiency with applicant tracking systems, sourcing tools, and recruiting analytics
• Willingness and ability to travel periodically to business-unit locations

How You'll Succeed in the Role

You think strategically but execute with urgency and discipline. You build credibility quickly with hiring leaders and HR partners. You are comfortable challenging assumptions and advising leaders on talent trade-offs. You balance speed with quality and candidate experience. You use data and market insight to inform decisions, not just fill requisitions. You take ownership of outcomes and continuously look for ways to improve how recruiting supports the business.