Director of Recruiting & Training

Delaware Valley Paving Inc; National (WA); On-site; USD 70,000 - 110,000; Full time

Benefits offered by this job

Retention bonus at 1-year and 2-year

Employer brand development opportunity

Job summary

Delaware Valley Paving Inc. is seeking a skilled recruiter to lead full-cycle recruiting across all divisions, from laborers to management, ensuring a steady stream of qualified candidates and a smooth onboarding process.

This role partners with leadership to forecast hiring needs, designs training tracks, coordinates safety and compliance training, and builds a long-term pipeline while advancing the company's employer brand.

Qualifications

• Experience managing full-cycle recruiting across multiple divisions.
• Ability to design structured onboarding and training programs.
• Experience coordinating safety/compliance training with a safety team.

Responsibilities

• Manage full-cycle recruiting for laborers, operators, CDL drivers, foremen, superintendents, mechanics, sales, and office staff.
• Forecast seasonal and long-term hiring needs with leadership and division managers.
• Write and post openings, source candidates via job boards, social media, referrals, and schools.
• Screen applicants, interview, and manage offers using company templates.
• Build pipelines for hard-to-fill field/CDL roles ahead of paving season.
• Represent the company at job fairs and industry events.
• Design, build, and manage training programs, including curricula and budgets.
• Create onboarding programs to ensure safety, productivity, and engagement from day one.
• Develop progression tracks for field roles with OSHA/compliance coordination.
• Coordinate training with vendors and equipment manufacturers.
• Coordinate new-hire paperwork, orientation, and first-week schedules with HR.
• Conduct 30/60/90-day check-ins and exit interviews; report turnover trends.
• Support mentorship programs and internal career growth.
• Provide regular hiring/training/retention reports to leadership.

Skills

Full-cycle recruiting

Onboarding

Training program design

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.