Senior Talent Acquisition Partner (Contract)

Rosendin•Houston, TX

25d

About The Position

The Senior Talent Acquisition Partner establishes partnerships with hiring leaders to attract, identify, and hire talent in support of Rosendin’s growth and strategic objectives. The role consults with hiring managers to understand business and talent needs and develops tailored recruiting strategies for assigned regions or departments. The position manages the full recruiting cycle, including search strategy, sourcing, candidate assessment and interviews, candidate presentation, offers, closing, and reference checks. It also supports job-description development, applicant tracking system administration and data integrity, candidate relationships, talent-pipeline development, and regular communication with managers and HR Business Partners. The role represents Rosendin at industry, diversity, and college career events and applies knowledge of the business, relevant labor markets, and employment compliance requirements. This is a contract role with travel up to 25%. Work is conducted primarily indoors, with occasional exposure to jobsite noise. The work environment involves extended periods of sitting as well as standing, walking, typing, carrying, pushing, and bending; occasional lifting of up to 30 pounds is required.

Requirements

At least 7 years of full-lifecycle recruiting experience.
At least 3 years recruiting within construction, electrical, AEC, MEP, utility-scale renewables, power, or energy industries, in-house or agency.
Bachelor’s degree or equivalent work experience.
Ability to conduct behavioral and skills-based interviews.
Hands-on full-lifecycle recruiting experience.
Strong command of LinkedIn Recruiter, including creating projects, sending InMails, and sourcing hard-to-find talent.
Strong interpersonal skills and experience building business relationships with stakeholders and decision makers.
Strong written and verbal communication and negotiation skills.
Ability to make cold calls to prospective candidates.
Ability to work independently and with regionally dispersed teams.
Experience identifying and hiring talent within the construction, engineering, or electrical industry.
Strong active and passive candidate sourcing skills using LinkedIn and other sourcing tools.
Ability to collaborate effectively as a team member.
High discretion and interpersonal skills when handling sensitive and confidential personnel matters and documentation.
Strong organization, record-keeping, follow-up, and attention-to-detail skills.
Ability to prioritize and manage multiple tasks and changing priorities, work under pressure, and adapt positively to changing requirements.
Oral and written communication skills appropriate to the position.
Ability to shift recruiting direction and priorities in response to changing business needs.
Understanding of employment laws and OFCCP compliance.
Ability to perform work involving prolonged sitting, standing, walking, typing, carrying, pushing, and bending, and occasional lifting of up to 30 pounds.

Nice To Haves

Familiarity with HR databases and applicant tracking systems; Workday Recruit is strongly preferred.
Understanding of one or more of these industries: data centers, chip manufacturing, medical buildings, utility-scale renewables, or general construction.
Experience developing and supporting talent acquisition processes and programs.
Strong analytical skills.

Responsibilities

Own and drive the recruiting cycle for assigned regions or departments, including search strategies, sourcing, screening, interviewing, presenting qualified candidates, extending offers, closing candidates, and conducting reference checks.
Develop and update job descriptions and job specifications in partnership with the business and compensation team.
Create and manage roles in Workday Recruit and maintain applicant tracking system requisition data integrity.
Update the priority jobs posting list weekly.
Build a thorough understanding of Rosendin’s business and supported labor markets.
Identify and assess diverse candidate pools through employee referrals, databases, social media, and other sources.
Evaluate applicants’ knowledge, skills, and experience against job requirements.
Provide regular requisition-status updates to the manager, hiring managers, and HR Business Partners.
Serve as a candidate point of contact and build relationships while ensuring a positive experience for selected and non-selected candidates throughout recruiting.
Develop an understanding of the business to help leadership develop talent acquisition strategies supporting long-term objectives.
Attend industry, diversity, and college career fairs, events, and networking opportunities to promote Rosendin and build talent pipelines.