Talent Acquisition Manager

Mortenson • Denver, CO

19d • $110,300 - $165,500

About The Position

As the Talent Acquisition Manager at Mortenson, this leader guides and scales the Experienced and Craft recruiting functions in support of business growth. The role provides strategic oversight for a large, multi-level Talent Acquisition organization comprising leaders and recruiters across multiple recruiting functions. It is responsible for attracting, engaging, and hiring talent across Mortenson’s business groups, and for scaling talent acquisition capabilities, operating models, and recruiting strategies to meet evolving business needs. In partnership with the Director of Talent Acquisition, the manager translates enterprise talent strategy into execution while developing leadership capability, organizational effectiveness, and recruiting infrastructure.

This strategic and hands-on leadership opportunity focuses primarily on leading leaders, building organizational capability, and setting strategy across a large recruiting function rather than managing an individual requisition workload. The successful candidate will build structure where needed, lead through ambiguity, and scale people, processes, and strategy. The position is open to candidates located in Minneapolis, Minnesota, or Denver, Colorado; applicants need only apply to one posting to be considered for either location.

The role oversees full-cycle professional recruiting, team and resource effectiveness, organizational development, strategic alignment with business priorities, scalable hiring processes, employer brand, candidate experience, and collaboration across Talent and HR functions. It also provides thought leadership on industry trends, labor markets, and recruiting best practices. The base pay range is $110,300–$165,500, with higher ranges for certain office locations; the position is eligible for Mortenson’s incentive plan. Visa sponsorship is not offered.

Requirements

• Bachelor’s degree in business, human resources, or a related field, or an equivalent combination of education and professional experience.
• At least 8 years of recruiting or talent acquisition experience, including at least 3 years in a leadership or managerial role.
• Proven experience leading, coaching, and developing high-performing recruiting teams.
• Demonstrated ability to partner with senior leaders to build workforce plans and execute recruiting strategies aligned with business goals.
• Deep understanding of full-cycle recruiting processes, systems, and tools, such as applicant tracking systems, sourcing platforms, and metrics.
• Strong communication, influencing, and stakeholder-management skills across all levels of an organization.
• Experience designing and executing scalable hiring programs in high-growth or complex environments.
• Analytical mindset and experience using data to drive performance, identify gaps, and improve outcomes.
• Commitment to inclusive hiring practices and building diverse teams.
• Agile, collaborative, and solutions-oriented approach, with a passion for people and building strong teams.
• Must be legally authorized to work in the United States without employment visa sponsorship.

Nice To Haves

• Experience leading a large, multi-level Talent Acquisition organization, including direct leadership of people leaders.
• Experience leading a Talent Acquisition organization of comparable scale and complexity across multiple recruiting functions, business groups, geographic regions, or talent segments.
• Ability to coach and develop leaders, strengthen succession pipelines, and build leadership capability across a distributed or multi-layered organization.
• Experience setting and executing enterprise- or function-wide talent acquisition strategy in a fast-paced, high-growth, or highly complex organization.
• Ability to create clarity, alignment, and accountability in ambiguous environments with rapid growth, evolving workforce needs, and competing priorities.
• Demonstrated success leading organizational change, scaling teams and processes, and aligning resources to shifting business priorities.
• Executive-level presence and ability to influence senior leaders, navigate competing priorities, and translate workforce needs into actionable recruiting strategies.

Responsibilities

• Oversee full-cycle professional recruiting processes, including resource allocation, requisition prioritization, process execution, performance metrics, trend assessment, and continuous improvement.
• Manage Talent Acquisition supervisors and develop Experienced and Craft recruiters through coaching, guidance, and performance feedback.
• Assess leadership and team capabilities, identify development needs, strengthen succession and talent pipelines, and evolve the organization to support business growth and changing workforce demands.
• Establish direction, operating rhythms, priorities, and accountability across a large, geographically dispersed, multi-level Talent Acquisition organization; align resources, capabilities, and structure with business priorities and workforce demands.
• Lead and develop Talent Acquisition supervisors and other people leaders so they can coach teams, manage performance, build capability, and translate strategy into execution.
• Navigate changing business conditions, workforce plans, and organizational priorities; create clarity amid uncertainty and adapt recruiting strategies, team structures, and resource allocation to support growth.
• Partner with senior business leaders, HR partners, and workforce planning teams to align recruiting strategies with business priorities, workforce needs, and growth plans.
• Partner with Talent Acquisition Operations to design and implement recruiting processes that scale while maintaining a high-quality candidate and hiring manager experience.
• Champion Mortenson’s team member value proposition through consistent marketplace messaging, candidate engagement, and inclusive recruiting practices.
• Collaborate with learning and development, DEI, and HR teams to support a cohesive talent strategy addressing attraction, development, and retention.
• Monitor industry trends, labor-market shifts, and recruitment best practices, and provide guidance and insight to internal stakeholders.

Benefits

• Medical and prescription drug plans, including vision coverage at no additional cost (for eligible Non-Craft and Non-Union Craft team members working 25 or more hours per week).
• Dental plan.
• 401(k) retirement plan with a Mortenson match.
• Paid time off, holidays, and other paid leaves.
• Employer-paid life, AD&D, and disability insurance.
• No-cost mental health tool and concierge with work-life resources.
• Tuition reimbursement.
• Adoption assistance.
• Gym membership discount program.
• Eligible for Mortenson’s incentive plan.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager