Electrical Craft Talent Partner Team Lead

Rosendin•Coppell, TX

About The Position

Whether you’re a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more. Why Rosendin? Committed. Innovative. Engaged. If you’re looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best. As one of the largest EMPLOYEE-OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We'd love to have you as a shareholder! YOUR NEXT OPPORTUNITY: The Craft Recruiting Lead serves as the operational driver to attract, engage, and convert high-quality craft and field talent – particularly non-union electricians – to support Rosendin’s craft labor across regional and national projects. This role supports partnerships with the IBEW and internal project leadership, ensuring alignment between project demands and labor availability across multiple regions.

Requirements

Bachelor’s degree preferred; equivalent combination of education and experience accepted.
5–7+ years of electrical craft recruiting experience, with 1 year of craft recruiting leadership experience.
Strong understanding of the electrical craft labor market and construction project cycles.
Excellent communication, relationship-building, and negotiation skills.
Demonstrate consultative stakeholder management skills.
Expert active and passive candidate sourcing skills.
Ability to travel up to 25% for events and project site recruiting.
Proficient in ATS and/or CRM systems and sourcing tools (Indeed, LinkedIn Recruiter, Facebook, etc.).
Knowledge of IBEW structure and craft classification.

Nice To Haves

Bilingual (English/Spanish) a plus.

Responsibilities

Recruiting and Sourcing Execute a national craft recruiting strategy/process that aligns with project growth goals and labor forecasts, from sourcing to hand-off for organizing coordination.
Partner with Talent Acquisition Leadership to execute strategic recruiting campaigns in priority regions.
Proactively source through digital platforms, job fairs, schools, social media, community outreach and passive candidate strategies, building and maintaining a robust pipeline of qualified both non-union and union electricians and skilled craft professionals.
Analyze market research on non-union craft labor to identify new markets, competition trends, and target untapped talent pools.
Leadership Mentor and guide a team of craft recruiters to identify, engage and refer qualified electricians for organizing and project placement, ensuring consistent execution of sourcing and screening practices.
Partner with Project leadership to align recruiting with manpower forecasts.
Collaborate closely with IBEW/Union partners or labor representatives for alignment on workforce strategy.
Provide market intelligence and workforce data on craft labor trends and wage trends.
Branding & Outreach Manage relationships with trade schools, trade expo’s, workforce boards, community outreach programs, and industry partners.
Partner with marketing on craft recruitment branding, digital campaigns, and storytelling that resonates with electricians and tradespeople.
Lead regional outreach events, job fairs, and digital campaigns to promote opportunities in electrical trades.
Lead referral programs and ambassador networks among existing craft workforce.
Candidate Experience & Process Excellence Ensure all candidates receive a professional and timely experience from initial contact through organizing.
Maintain consistent communication with applicants, project leadership and the IBEW to drive process efficiency.
Track and report recruiting metrics for continuous improvement.
Data & Compliance Utilize ATS and Recruiting tools to manage candidate pipelines, outreach, and engagement.
Maintain accurate documentation in accordance with company, union, and regulatory compliance requirements.
Report weekly hiring progress and forecast data to leadership with established KPI’s.