Talent Acquisition Specialist

Baker Construction•Monroe, OH

About The Position

The Talent Acquisition Specialist sources, screens, and recruits qualified candidates for roles in the construction industry. The specialist works with hiring managers to understand staffing needs and develop recruitment strategies, conducts interviews, negotiates offers, and helps provide a positive experience for internal and external candidates throughout the hiring process. The role supports regional and corporate management with staffing needs, including addressing turnover, identifying needs during project transitions, recommending personnel reassignments, and evaluating interns for full-time opportunities. It also partners with leadership to plan manpower needs, explore expanding markets, and develop recruitment plans. The specialist recommends and evaluates recruiting events, builds relationships with military bases, promotes the Baker brand, maintains relationships with construction associations, and works with staffing and advertising partners when needed. The role oversees recruiting activities and records, including job postings, candidate screening and interviews, offer letters, travel or relocation arrangements and visa paperwork when needed, follow-up with new hires and managers, and management of the Applicant Tracker. The specialist also participates in HR meetings and objectives, uses and promotes the LMS, prepares recruitment materials with The Marketing Collective, and champions a safe Incident and Injury Free environment. Work is primarily in an office, with occasional exposure to construction sites, outside weather, and jobsite conditions. Frequent travel is required, including travel by automobile or airplane, with a minimum travel commitment of 25%; the posting also lists travel up to 50%.

Requirements

Bachelor’s degree and eight years of experience, preferably in construction, or an equivalent combination of education and experience.
Ability to present information orally and in writing to all levels of coworkers.
Ability to read and comprehend procedures, regulations, and laws.
Effective communication skills, including expertise using social media.
Ability to perform basic math, including addition, subtraction, division, percentages, and ratios.
Ability to build and adhere to a talent management budget.
Strong proficiency with Microsoft Word, Excel, and PowerPoint.
Strong proficiency with recruiting job boards and platforms such as LinkedIn and Indeed.
Ability to work with coworkers at all levels in a team environment.
Ability to network quickly and build relationships with industry professionals.
Ability to enhance the talent pool and pipeline by inspiring, motivating, and mentoring talent.
Ability to negotiate and collaborate effectively.
Ability to maintain a high level of confidentiality.
Ability to adapt to a variety of situations and listen effectively.
Ability to identify recruitment-process challenges and develop creative solutions.
Ability to assess personalities and skill sets.
Ability to research and analyze various types of data.
Ability to exercise judgment consistent with standards, practices, policies, procedures, regulations, and laws.
Ability to work in a fast-paced environment, stay organized, and manage multiple priorities.
Strong discernment capabilities.
Ability to navigate an office constantly and construction-site environments occasionally.
Frequent listening and communication; visual acuity and dexterity for regular use of computers and related equipment.
Frequent short- and long-distance travel, with a minimum travel commitment of 25%.
Occasional ability to handle objects weighing up to 10 pounds.

Nice To Haves

Knowledge of SuccessFactors is preferred.

Responsibilities

Support and assist regional and corporate management in identifying staffing needs, resolving turnover-related personnel gaps, identifying needs during project transitions, recommending personnel reassignments, and evaluating interns for full-time opportunities.
Partner with the leadership team to establish manpower needs, explore expanding markets, and develop a path forward.
Recommend recruiting events and outreach programs and evaluate their success.
Build relationships with military bases through career events and local outreach programs.
Comply with federal, state, and local recruiting regulations.
Post and advertise open positions; review and screen resumes and applications.
Conduct prescreening interviews, provide feedback, and coordinate follow-up interviews with appropriate managers.
Draft employment offer letters based on interview discussions when appropriate.
Work with staffing agencies, social media companies, and advertising agencies when employment services are needed.
Understand competitors and engage with them strategically; continuously promote the Baker brand.
Oversee travel and relocation arrangements and visa paperwork when needed.
Follow up with new hires and their managers to support a positive employment experience.
Build candidate trust and relationships, promote available positions, and communicate company values.
Maintain a network with construction-related associations and attend events to maintain the Black Book.
Use the LMS and promote coworker use.
Oversee the Applicant Tracker, mine its resume repository when hiring needs arise, and document applicant and candidate status throughout the recruiting process.
Use The Marketing Collective for PowerPoint presentations and other recruitment materials.
Keep records up to date.
Attend HR department staff meetings and participate in developing HR objectives and systems.
Champion an Incident and Injury Free environment, follow safety guidelines, and comply with proper safety procedures.