Manager of Talent Acquisition Operations

Mortenson • Denver, CO

1d • $110,300 - $165,500

About The Position

Mortenson is seeking a Manager of Talent Acquisition Operations to lead recruitment operations across Craft, Non-Craft, and College hiring. The role develops an enterprise-wide understanding of Talent Acquisition teams, processes, systems, data, governance, and service delivery, then translates that perspective into priorities and a multi-year roadmap.

The Manager leads and develops a growing operations team and oversees Talent Acquisition reporting, systems, processes, and recruiter training. In partnership with HR Process, Data, and Technology, IT, and external partners, the role strengthens system adoption, improves or redesigns processes, establishes standards, and evaluates and implements technology. The position balances long-term transformation with execution to deliver scalable, high-quality experiences for candidates, hiring managers, recruiters, and team members.

The position is open to candidates located in Minneapolis, Minnesota, or Denver, Colorado. It offers a base pay range of $110,300–$165,500, with the stated range adjusted upward for certain office locations, and eligibility for Mortenson’s incentive plan. Visa sponsorship is not offered.

Requirements

• Bachelor’s degree in human resources management or a related field.
• At least 10 years of recruiting or HR experience, or a combination of higher education and experience.
• Previous experience leading or directing Talent Acquisition initiatives.
• Advanced working knowledge of Microsoft Office and HRIS/database systems, with the ability to learn new systems.
• Strong teamwork orientation, coaching, and mentoring skills, and ability to develop positive internal partnerships.
• Strong project management skills and ability to execute amid competing demands.
• Ability to develop and communicate presentations to internal audiences.
• Attention to detail and ability to analyze data and draw conclusions.
• Strong understanding of typical Talent Acquisition processes and best practices.
• Active listening and effective communication skills, including openness to diverse input and feedback.
• Knowledge of Equal Employment Opportunity, inclusive behaviors, and Affirmative Action plans and their intended use.

Nice To Haves

• Experience leading a Talent Acquisition Operations function or team through significant growth, transformation, or operating model change.
• Experience developing an enterprise-wide understanding of operating processes and systems and translating it into a prioritized, multi-year roadmap.
• Success building, scaling, and developing high-performing operations teams while creating clarity, accountability, and capability through change.
• Experience partnering with HRIS, HR Process, Data and Technology, IT, analytics teams, and external technology partners on system adoption, optimization, integrations, automation, and system evaluation and implementation.
• Ability to lead function-wide change, influence stakeholders, and sustain adoption across multiple teams or talent segments.
• Ability to connect operational data and insights to business priorities, workforce planning, capacity decisions, and measurable outcomes.
• Experience establishing governance, prioritization, service delivery standards, and performance measures for a growing or evolving Talent Acquisition Operations function.
• Executive-level communication and consultative partnership skills, with ability to set direction, navigate ambiguity, and align leaders around shared priorities and measurable outcomes.

Responsibilities

• Develop and maintain a comprehensive view of Talent Acquisition operations across Craft, Non-Craft, and College hiring, identifying interdependencies, gaps, and opportunities across systems, processes, data, governance, and service delivery.
• Build and execute a multi-year Talent Acquisition Operations roadmap prioritizing system adoption, process improvements and redesign, new processes, standardization, and technology investments.
• Lead the Talent Acquisition Operations function through transformation, establishing priorities, governance, accountabilities, and sustainable adoption of processes, tools, and ways of working.
• Lead and develop the Talent Acquisition Operations team, building the capabilities and operating rhythms needed to support growth and complexity.
• Anticipate operational needs and evolve the operations model to support changing hiring demand, business growth, and consistent experiences across talent segments.
• Manage Talent Acquisition reporting, systems, and processes across Craft, Non-Craft, and College Recruiting.
• Serve as the Talent Acquisition business owner for recruiting technology; partner with HR Process, Data, and Technology, IT, and external partners to improve adoption, prioritize enhancements and integrations, and evaluate and implement solutions.
• Establish and monitor key performance indicators; work with the HR Data Analyst to measure Talent Acquisition activities against company goals and translate insights into recommendations for workforce planning, capacity, and continuous improvement.
• Develop and execute a company-wide strategy for engaging third-party recruiting firms and managing relationships consistently.
• Partner with Talent Acquisition Supervisors and Directors to support compliance with legal requirements, company policies, and industry best practices.
• Optimize cross-functional collaboration and OFCCP and other regulatory compliance tracking.
• Develop and deliver recruiter training to enhance skills, knowledge, and productivity.
• Communicate resources that help internal teams build diversity awareness, mitigate hiring bias, and promote inclusive recruitment practices.
• Lead process improvement initiatives, gather stakeholder feedback, and apply change leadership and governance from design through adoption, measurement, and sustained execution.
• Support scalability and flexibility in response to changing business needs and hiring demand.

Benefits

• Medical and prescription drug plans, including vision coverage at no additional cost (for eligible Non-Craft and Non-Union Craft employees working 25 or more hours per week).
• Dental plan.
• 401(k) retirement plan with a 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 work-life resources.
• Tuition reimbursement.
• Adoption assistance.
• Gym membership discount program.
• Eligible for Mortenson’s incentive plan.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager