Manager Talent Acquisition

Batchelor & Kimball•Conyers, GA

9d•Onsite

About The Position

We’re looking for a Manager of Talent Acquisition who knows how to find, attract, and engage top-tier nonunion mechanical contracting talent. This is a hands-on recruiting leadership role: part strategist, part sourcer, part relationship-builder. You’ll own the full talent acquisition strategy for nonunion positions and play a key role in making sure B&K continues hiring people who are not just technically strong but also aligned with the way we work and treat each other.

Requirements

Bachelor’s degree in business, HR, or a related field (or equivalent experience).
5+ years of recruiting experience, with at least 3 years in construction, mechanical contracting, or a similar skilled-trade industry.
Proven success sourcing and engaging passive candidates.
Experience with applicant tracking systems and recruiting workflows.
Excellent communication skills and the ability to build trust quickly.
Strong organizational skills and a proactive approach to prioritization.
Ability to work independently and as part of a team in a fast-paced environment.

Nice To Haves

Experience recruiting for a mechanical contractor specifically.
SHRM-CP, PHR, or AIRS sourcing certifications.
Advanced proficiency in LinkedIn Recruiter, Indeed SmartSourcing or other sourcing platforms.
Strong knowledge of mechanical contracting job roles (project managers, project engineers, estimators, safety professionals, field supervisors, etc.).

Responsibilities

Own the end-to-end recruiting function for all nonunion positions (field and office).
Establish Talent Acquisition as a trusted partner to hiring managers and field leaders.
Build and lead a scalable sourcing strategy that reduces agency dependency and strengthens internal pipelines.
Proactively identify talent needs by partnering closely with PMs, field leaders, and project teams.
Develop targeted sourcing strategies that reach passive mechanical contracting talent — PMs, PEs, estimators, VDC specialist, safety professionals, finance roles, coordinators, and other positions as necessary.
Build and maintain evergreen pipelines through networking, referrals, associations, industry groups, job fairs, trade schools, and direct outreach.
Partner with your HR colleagues to represent B&K as a brand ambassador at industry events, community partnerships, and workforce development initiatives.
Create a consistent, transparent, and respectful candidate experience that reflects B&K’s culture.
Ensure all activity is accurately documented in the ATS and compliant with EEO/AAP requirements.
Track recruiting metrics and market data to make data-backed recommendations for improvement.
Maintain confidentiality and ensure compliance with federal, state, and local employment laws.