Military Veteran Program Leader

Baker Construction•Houston, TX

About The Position

Achieve more in your career with the nation’s leading specialty concrete contractor. At Baker Construction, you’ll be part of a team that prioritizes people, invests in their development, and offers unparalleled opportunities for professional growth. In this role, you’ll be integral to building the future of our country and our company. You’ll collaborate across diverse teams, have a hand in significant projects, and dive headfirst into complex challenges with the best in the industry. If you are driven to do more and have the grit to follow through, you’ll have everything you need to define your career on your terms. Make a meaningful impact with a team that values ambition and rewards initiative. Apply today and be more with Baker. SummaryThe Military Veteran Program Leader designs and leads a sustainable pipeline that attracts, develops, and retains military veterans who align with Baker’s culture, values, and safety-first mindset. S/he supports transitioning service members through a structured, apprenticeship-style program focused on field roles, with scalable pathways into leadership and professional positions qualified for Federal work. S/he partners closely with Talent, Field Leadership, Operations, and external military organizations to ensure high-quality, well-matched hires and a positive candidate experience. The Military Veteran Program Leader is accountable for program execution, continuous improvement, and retention outcomes. The role ensures recruiting efforts are efficient, standardized, and aligned with Baker’s long-term workforce needs

Requirements

Bachelor’s Degree in a related field and eight years of related experience or equivalent combination of education and experience
Military background is required (veteran or prior service)
Experience with recruiting and talent assessment
Program management and cross-functional leadership experience required
Strong proficiency with Microsoft software programs such as Word, Excel, and PowerPoint
Strong proficiency with recruiting job boards / platforms such as Linkedin, Indeed, etc.
Proficient in using applicant tracking systems (ATS) and other recruitment tools. SuccessFactors preferred
Strong balance of passion for veteran advocacy and practical business judgment
Ability to present information in written and oral form to all levels of co-workers within the Company
Ability to read and comprehend procedures, regulations, and laws
Ability to calculate simple math such as percentages & ratios
Ability to inspire and motivate the recruitment team, fostering a collaborative and productive work environment
Ability to work with all levels of co-workers in a team environment
Ability to network and build relationships with industry professionals
Ability to maintain high level of confidentiality
Ability to adapt to a variety of situations
Ability to create credibility with field leaders and ability to influence buy-in.
Ability to exercise judgment that is consistent with standards, practices, policies, procedures, regulations, and laws
Strong organizational skills and the ability to manage multiple priorities in a fast-paced environment

Nice To Haves

Bi-lingual (English/Spanish) preferred

Responsibilities

Builds a sustainable and scalable pipeline of military veterans who align with Baker’s culture, values, and safety-first mindset
Creates a pipeline of qualified field co-workers, with future scalability into leadership and professional roles who are qualified to work on Federal jobs
Creates and maintains a structured, condensed apprenticeship-style program (“tours”) aligned to Baker operations and allows scalability and field leader engagement
Supports transitioning military by creating internal resources that provide support services and tools including mental health resources, financial counseling, government benefits navigation
Responsible for program design, execution, and continuous improvement
Focuses on retention and turnover from cohort entry through conversion and relationship building
Ensures that the recruiting efforts align with the organization's overall goals and workforce planning by partnering closely with Talent, Field Leadership, and Operations on operational needs
Implements best practices and standardized procedures that enhance the quality of hires
Reviews and may recommend updates to job descriptions
Ensures proper posting and advertising for open positions
Utilizes appropriate assessment tools
Ensures a thorough interview process
Prepares and/or reviews employment offer letters
Streamlines the recruiting processes, reducing time-to-fill and improving the overall efficiency of hiring
Identifies obstacles within the recruitment process and directs the talent acquisition specialists
Ensures candidates receive timely communication, feedback, and a positive experience throughout the recruitment process
Promotes the utilization of co-worker referrals and manages the associated program
Conducts regular follow-ups with management to determine the effectiveness of recruiting plans and implementation
Collaborates with The Marketing Collective for recruiting presentations and materials
Manages Regional Champions, who will support recruiting, onboarding, and field integration locally
Ensures that all hiring practices comply with federal, state and local regulations and guidelines (EEO/AA, ADA, OFCCP) as well as company policies
Responsible for the accurate and timely use of social media tools (e.g. LinkedIn, Indeed, Direct Employers, Glassdoor)
Collaborates with Human Resources to stay updated on changes in employment law and to address any compliance issues
Joins and participates in military/veteran industry related organizations and events to foster connections and access a broader talent pool
Engages with local communities and educational institutions
Maintains regular communication with outreach contacts
Acts as the primary relationship manager for military organizations, bases, veteran groups, and external partners
Analyzes recruitment metrics and reports to assess the effectiveness of hiring strategies, identify areas for improvement, and align recruitment efforts with organizational goals
Manages productivity and efficiency of individual regional champions, using data and metrics to identify performance issues and opportunities for coaching
Collaborates with the HRIS Team to develop / create recruitment metrics, dashboards and reports
Identifies recruiting key performance indicators/relevant metrics; analyzes data and makes data-driven decisions to improve the recruitment process
Addresses complaints appropriately
Provides guidance, direction, coaching, and support to direct reports
Responsible for holding timely performance appraisals and progress reviews