Director of Recruiting & Training

Delaware Valley Paving Co. Inc; Lower Providence Township (PA); On-site; USD 60,000 - 90,000; Full time

Benefits offered by this job

Retention bonus

Job summary

Delaware Valley Paving Co. Inc., based in Pennsylvania, seeks a recruiter and training professional to lead full-cycle recruiting across all divisions, ensuring new hires are productive and safe quickly.

This role partners with leadership to forecast hiring needs, designs onboarding and training programs, coordinates OSHA/safety compliance, and builds career paths while tracking retention and training metrics.

Qualifications

• Experience leading full-cycle recruiting across multiple divisions.
• Ability to design onboarding and training programs.
• Experience coordinating OSHA/safety training with teams.
• Strong collaboration with leadership and field managers.

Responsibilities

• Manage full-cycle recruiting for laborers, operators, CDL drivers, foremen, and staff.
• Forecast hiring needs with leadership and division managers.
• Write/post openings and source candidates via boards, referrals, schools, unions, and programs.
• Screen, interview, and manage offers; build candidate pipelines for hard-to-fill roles.
• Coordinate onboarding, training curricula, schedules, and certifications.
• Track metrics on time-to-fill, retention, and training completion.

Skills

Full-cycle recruiting

Onboarding

Training design

Stakeholder mgmt

Safety training

Job description

Recruit, hire, and develop the company's workforce through full-cycle recruiting, structured onboarding, and company-wide training programs across all divisions.

This role works closely with leadership, division managers, Project Managers, and field supervisors to attract qualified people, get them productive and safe quickly, and keep them with the company long term.

In addition to base salary, this role is eligible for a retention bonus for each hire who remains with the company at their one-year and two-year anniversaries.

Core Responsibilities

• Manage full-cycle recruiting for all divisions, including laborers, operators, CDL drivers, foremen, superintendents, mechanics, sales, and office staff.
• Partner with leadership and division managers to forecast seasonal and long-term hiring needs.
• Write and post job openings and source candidates through job boards, social media, referrals, trade schools, unions, and veterans' programs.
• Screen applicants, schedule and conduct interviews using the company's role-specific interview templates, and manage offers.
• Build and maintain a pipeline of qualified candidates for hard-to-fill field and CDL roles ahead of paving season.
• Represent the company at job fairs, trade schools, and industry events.

Training Program Development & Management

• Design, build, and manage the company's training programs, including curriculum, schedules, materials, and budgets.
• Create a structured onboarding program so new hires are safe, productive, and engaged from day one.
• Develop skills and certification tracks for field roles such as equipment operation, paving, excavation, and CDL, with clear progression paths.
• Coordinate OSHA, safety, and compliance training with the safety team.
• Build leadership development programs for foremen, superintendents, and managers.
• Identify and manage outside trainers, vendors, and equipment manufacturer training programs.

Onboarding & Retention

• Coordinate new-hire paperwork, orientation, and first-week schedules with HR, payroll, and division managers.
• Conduct 30/60/90-day check-ins with new hires and their supervisors to catch issues early.
• Conduct exit interviews and report turnover trends and recommendations to leadership.
• Support mentorship programs, career pathing, and promotion from within.
• Work with managers to define role requirements, interview panels, and hiring timelines.
• Coordinate training schedules around production schedules, weather, and crew availability.l
• Communicate open positions, hiring status, and training progress to leadership and division managers.
• Help strengthen the company's employer brand through recruiting campaigns and content with the Marketing team.

Reporting & Records

• Track recruiting metrics including time-to-fill, cost-per-hire, source effectiveness, and 90-day, 1-year, and 2-year retention.
• Maintain accurate training, certification, and compliance records for all employees.
• Keep applicant tracking, HRIS, and training systems current and organized.
• Prepare regular hiring, training, and retention reports for leadership.

Key Goals & Measures of Success

• Timely, Quality Hiring
  • Fill open positions quickly with qualified, reliable people who meet the needs of each division.
• Improved Retention
  • Increase the number of new hires who stay with the company through their first and second year.
• Structured Training Programs
  • Build documented, repeatable onboarding and training programs for every core role.
• Safety & Compliance
  • Keep all required safety, OSHA, and certification training current and fully documented.
• Develop a pipeline of internal candidates ready to step into foreman, superintendent, and management roles.
• Reliable Reporting
  • Give leadership clear, accurate reports on hiring, training, and retention performance.
• Ownership & Growth
  • Take increasing ownership of the company's recruiting and training functions, find and fix problems early, and reduce how often managers have to step in on day-to-day hiring and training work.