Senior Manager of Talent Acquisition

The PENTA Building Group•Henderson, NV

22h•Onsite

About The Position

The PENTA Building Group is searching for a Senior Manager of Talent Acquisition to join our team in one of our offices located in Las Vegas, NV , Los Angeles, CA , or Phoenix, AZ ! This position is fully in-person. The Sr. TA Manager is responsible for leading and executing the company’s talent acquisition strategy to support current and future workforce needs across multiple regions. This role provides hands-on leadership to the recruiting team while driving the development of scalable recruiting infrastructure, processes, and policies that align with organizational growth. A PENTA Sr. TA Manager will also: Lead, coach, and develop a team of recruiters, setting performance expectations and accountability standards. Serve as a subject matter expert and escalation point for complex or critical hiring needs. Develop and execute recruiting strategies to support construction projects and corporate functions across multiple regions. Personally manage senior-level, specialized, or high-priority requisitions. Partner with operational leaders to understand project timelines, labor demands, and workforce planning needs. Design, implement, and continuously improve recruiting processes, workflows, and standards across all regions. Partner with HR leadership and executive teams to support long-term workforce planning aligned with company growth and regional expansion. Develop scalable recruiting models to support new projects, regions, and future acquisitions. Provide market insights on labor availability, compensation trends, and competitive hiring practices. Anticipate hiring risks and develop proactive strategies to address talent gaps. Lead candidate closing efforts, including offer strategy, negotiation, and acceptance management. Strengthen the company’s employer brand and market presence to attract top talent. Track, analyze, and report on recruiting metrics including time-to-fill, quality of hire, pipeline health, and recruiter performance. Provide regular updates and strategic insights to HR leadership and executive stakeholders. Use data to drive continuous improvement in recruiting outcomes and decision-making.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent experience
8–10 years of progressive recruiting or talent acquisition experience
Proven experience leading and developing a recruiting team
Strong experience closing candidates across multiple levels, including senior and hard-to-fill roles
Multi-region or geographically distributed recruiting experience
Experience supporting both field and corporate hiring needs
Strong strategic thinking with the ability to execute at a high level
Ability to adapt and scale recruiting practices in a growing organization
Excellent communication and relationship-building abilities with operations and executive leadership
Knowledge of recruiting technologies, systems, and best practices
This role is fully in-person and can be based in of one of our regional offices in AZ, CA, or NV
Required 15-30% travel between our offices and projects in the Southwest region

Nice To Haves

Recruiting experience in construction, engineering, or skilled-trade industry preferred

Responsibilities

Lead, coach, and develop a team of recruiters, setting performance expectations and accountability standards.
Serve as a subject matter expert and escalation point for complex or critical hiring needs.
Develop and execute recruiting strategies to support construction projects and corporate functions across multiple regions.
Personally manage senior-level, specialized, or high-priority requisitions.
Partner with operational leaders to understand project timelines, labor demands, and workforce planning needs.
Design, implement, and continuously improve recruiting processes, workflows, and standards across all regions.
Partner with HR leadership and executive teams to support long-term workforce planning aligned with company growth and regional expansion.
Develop scalable recruiting models to support new projects, regions, and future acquisitions.
Provide market insights on labor availability, compensation trends, and competitive hiring practices.
Anticipate hiring risks and develop proactive strategies to address talent gaps.
Lead candidate closing efforts, including offer strategy, negotiation, and acceptance management.
Strengthen the company’s employer brand and market presence to attract top talent.
Track, analyze, and report on recruiting metrics including time-to-fill, quality of hire, pipeline health, and recruiter performance.
Provide regular updates and strategic insights to HR leadership and executive stakeholders.
Use data to drive continuous improvement in recruiting outcomes and decision-making.