Talent Acquisition Business Partner

Keller North America, Inc.•Hanover, MD

2d•$60,500 - $80,000•Hybrid

About The Position

Keller is the world leader in geotechnical construction and deep foundations. With a North American presence of over 100 years, we operate as the market leader with over 50 offices throughout the US and Canada. By connecting global resources and local experience, Keller develops innovative, practical, and cost-effective solutions to geotechnical challenges. Our values of integrity, collaboration, and excellence enable us to lead the industry in providing the optimal solution for our clients. Keller is looking for an experienced Talent Acquisition Business Partner based out of our Alpharetta, GA, Smyrna, GA or Greensboro, NC locations. The Talent Acquisition Business Partner sees full-cycle recruiting as a sales function: prospecting, marketing, negotiating, and closing top talent in a competitive market. You will partner directly with leadership to understand the business and operations, using recruiting as your window into how a specialty construction company runs and grows. The right person has a genuine love for construction, an entrepreneurial drive, and finds real satisfaction in the impact a great hire has on both the company and the candidate's career. You'll face rejection but will push through it with grit and a growth mindset. If you want to help build something and own your results, this role is for you.

Requirements

Bachelor's degree in Human Resources, Business Administration, Communications, or a related field, or an equivalent combination of education and experience.
1–3 years of recruiting, talent acquisition, human resources, or customer-facing experience.
Excellent interpersonal, written, and verbal communication skills.
Strong organizational and time management skills with the ability to manage multiple priorities.
Proficiency in Microsoft Office Suite (Excel, Outlook, Word, and PowerPoint).
A valid driver's license and reliable transportation are required.

Nice To Haves

Experience working with an Applicant Tracking System (ATS) is preferred.

Responsibilities

Support full-cycle recruiting for assigned positions across multiple business units.
Partner with hiring managers and leadership to identify position requirements and define candidate profiles.
Evaluate candidate qualifications by reviewing resumes against job requirements, conducting phone screenings, and providing hiring recommendations to hiring managers.
Guide candidates through the offer stage, partnering with hiring managers to extend, negotiate, and close offers.
Cultivate strong relationships throughout the recruiting process to deliver positive, professional experiences.
Identify and nurture warm leads, maintaining contact with high-potential candidates who aren't ready or matched now, so they stay engaged for future roles.
Visit active job sites monthly to deepen knowledge of Keller's products, services, and field operations.
Source candidates through LinkedIn Recruiter, job boards, employee referrals, networking, industry events, and AI sourcing agents.
Proactively cold call passive candidates using contact data from sourcing tools to generate interest and build pipelines.
Develop talent pipelines and proactively identify talent for critical and hard-to-fill positions.
Actively use LinkedIn to market open positions, repost company and jobsite content, and build Keller's visibility to attract passive talent.
Create, post, and maintain accurate job advertisements in the Applicant Tracking System (ATS) and on external job boards, ensuring they are consistent, compliant, and aligned with Keller’s branding.
Utilize AI tools to assist with drafting job advertisements while ensuring content accurately reflects each opportunity.
Maintain recruiting documentation and ensure data integrity within the ATS.
Own and consistently meet individual recruiting activity and performance targets, including sourcing outreach, candidate pipeline, and time-to-fill goals.
Assist the Senior Talent Acquisition Business Partner on workforce planning and talent mapping initiatives, researching market trends and talent availability to drive full engagement with the region’s talent acquisition strategy.
Assist in preparing monthly, quarterly, and yearly recruiting metrics and reports, including hiring activity, time-to-fill, and sourcing effectiveness.
Analyze recruiting data to capture lessons learned, surfacing trends, talent availability gaps, and hard-to-fill position challenges to refine future sourcing strategy.