Talent Acquisition Specialist

Compensation Range (Colorado Only):  

• $60,990 - $67,410 

Any Employment Offers are Contingent Upon Successful Completion of the Following:

• Verification of Work Authorization and Employment Eligibility 


• Substance Abuse Screening


• Physical Exam (if applicable)


• Background Checks for Badging/Security Clearances (if applicable)

About Hensel Phelps

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

This role’s responsibility is to perform full-cycle recruiting across intern, early career, professional and experienced hiring needs, partnering with business leaders and Talent Acquisition stakeholders to attract, evaluate and hire qualified talent while delivering a consistent candidate experience.

Position Responsibilities

Full-Cycle Recruiting Strategy & Execution

• Lead full life-cycle recruiting efforts, including sourcing strategy, candidate assessment, selection recommendations, offer development and negotiation in alignment with business needs.


• Evaluate role requirements, market conditions and candidate qualifications to develop sourcing strategies and build pipelines.


• Exercise independent judgment in assessing candidate(s), identifying hiring risks and determining appropriate next steps in recommending candidates to hiring managers and Talent Acquisition leadership.


• Analyze hiring pipeline activity to identify bottlenecks, develop process improvements and minimize candidate fallout.


• Review and evaluate candidate referrals to determine alignment with position requirements and workforce needs.


• Manage recruiting efforts for intern, early career, professional and craft hires, providing consultative guidance to hiring managers and facilitating effective interview and selection processes.


• Develop and manage candidate communications from initial outreach through offer acceptance to support engagement, transparency and timely decision-making.


• Champion a best-in-class candidate experience by independently resolving candidate concerns, aligning stakeholders and reinforcing consistent recruiting practices across the hiring lifecycle.

Campus & Early Career Recruiting

• Partner with the enterprise TA team to design, implement and evaluate the company-wide campus recruiting program.


• Advise campus recruiting teams and business stakeholders on annual recruiting plans, early talent pipeline development and school engagement priorities.


• Develop and maintain strategic relationships with professors, faculty and university partners to support long-term talent pipelines.


• Contribute to the administration and continuous improvement of campus recruiting strategy, tools and training resources.


• Evaluate campus recruiter training completion and effectiveness, recommending adjustments to improve consistency, capability and program outcomes.


• Plan and oversee recruiting event execution, including booth strategy, collateral, branded materials and coordination with Talent Acquisition Coordinators.


• Identify, engage and guide student recruiting ambassadors to strengthen campus presence, expand outreach and support early career hiring objectives.

Workforce Planning & Intake Management

• Consult with Talent Acquisition and Development Managers and business stakeholders to clarify position requirements, hiring timelines, workforce priorities and candidate success factors.


• Evaluate new headcount intake requests and recommend prioritization based on workforce planning needs, business impact and recruiting capacity.


• Monitor and maintain the position organizational chart to ensure accurate hiring needs, approvals and workforce planning data are reflected in the HCM system.

Recruitment Marketing & Employer Brand

• Support the development, implementation and assessment of enterprise recruitment marketing strategies through campus and regional recruiting campaigns.


• Oversee the organization, allocation and distribution of recruiting swag and booth materials, ensuring resources align with event strategy and brand standards.


• Leverage LinkedIn and other professional channels to promote employee and intern experiences, expand external networks and enhance talent engagement. Elevate and consistently communicate the Hensel Phelps employer brand by tailoring messaging to highlight culture, employee development, career growth and long-term stability.

Technology, Compliance & Reporting

• Manage recruiting systems, including SAP SuccessFactors and related tools, to support accurate data, efficient workflows and effective recruiting operations.


• Interpret and apply company processes, recruiting standards and regulatory requirements to ensure recruiting activities are documented accurately and consistently.


• Analyze recruiting reports and data insights to inform hiring recommendations, identify trends and support continuous process improvement.

Required Qualifications

• Bachelor’s degree in human resources, business or related field.


• 5+ years of combined recruiting experience in fast-paced, high-volume corporate and agency settings.


• Experience supporting full-cycle recruiting processes across multiple role levels.


• Experience with campus recruiting and early career hiring.


• Familiarity with SuccessFactors, UKG or similar ATS platforms.


• Experience working in construction, engineering or related industries.


• Strong candidate assessment and decision-making skills.


• Ability to build relationships and influence stakeholders at all levels.


• High attention to detail with strong organizational and time management skills.


• Data-driven mindset with a focus on continuous improvement.


• Ability to balance multiple priorities in a fast-paced environment.


• Strong verbal and written communication.

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 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

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).

Equal Opportunity and Affirmative Action Employer:

Hensel Phelps is an equal opportunity employer. Hensel Phelps is committed to engaging in affirmative action to increase employment opportunities for protected veterans and individuals with disabilities. Hensel Phelps 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)