Manager of Talent Acquisition Operations
HQ Business Support-GROUP
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Benefits offered by this job
Job summary
Mortenson is seeking a Manager of Talent Acquisition Operations to lead recruitment operations across Craft, Non-Craft, and College hiring, shaping a long-term TA roadmap and prioritizing system adoption and process improvements. You will guide a growing operations team, align with HR, IT, and external partners, and ensure scalable, high-quality candidate experiences.
The role emphasizes governance, data-driven decision making, and training recruiter teams while maintaining compliance and
Qualifications
- Bachelor’s degree in human resources management or a related field.
- Minimum ten years of recruiting or HR experience.
- Experience leading talent acquisition initiatives.
- Advanced working knowledge of Microsoft Office and HRIS/database systems with the ability to learn new systems as necessary.
- Strong teamwork orientation, coaching, and mentoring skills with the ability to develop positive internal partnerships.
- Strong project management skills with the ability to execute amid competing demands.
- Strong ability to develop and communicate presentations to internal audiences.
- Shown detail orientation with the ability to analyze data and draw conclusions from data.
- Strong understanding of typical talent acquisition processes and best practices.
- Active listening skills and effective communication including an openness to diverse input and feedback.
- Knowledge of Equal Employment Opportunity, inclusive behaviors, and affirmative Action plans and their intended use.
Responsibilities
- Develop and maintain a comprehensive view of how Talent Acquisition operates across Craft, Non-Craft, and College hiring, identifying interdependencies, gaps, and opportunities across systems, processes, data, governance, and service delivery.
- Build and execute a multi-year TA Operations roadmap that prioritizes system adoption, process enhancements, process redesign, new process development, standardization, and technology investments based on business value, readiness, risk, and impact.
- Lead the TA Operations function through transformation, establishing clear priorities, governance, accountabilities, and sustainable adoption of new processes, tools, and ways of working.
- Lead and develop a growing Talent Acquisition Operations team, building the capabilities and operating rhythms needed to support increasing scale and complexity.
- Anticipate future operational needs and evolve the TA Operations model to support changing hiring demand, business growth, and a consistent experience across talent segments.
- Manage reporting, systems, and processes for all of talent acquisition (including Craft, Non-Craft, and College Recruiting), resulting in an exceptional candidate and hiring manager experience.
- Serve as the TA business owner for recruiting technology, partnering with HR Process, Data, and Technology, IT, and external partners to strengthen adoption, prioritize enhancements and integrations, and evaluate and implement new solutions when existing capabilities do not meet evolving business needs.
- Establish and monitor key performance indicators, partner with the HR Data Analyst to ensure TA activities are measured against company goals, and translate insights into recommendations that influence workforce planning, operational capacity, and continuous improvement.
- Develop and execute a company-wide strategy to engage third-party recruiting firms, ensuring a consistent approach to managing relationships across the company.
- Partner with Talent Acquisition Supervisors and Directors to ensure Talent Acquisition Specialists comply with legal requirements, company policies, and industry best practices in recruitment activities.
- Optimize cross-functional collaboration, OFCCP, and other regulatory compliance tracking.
- Develop and deliver recruiter training to enhance their skills, knowledge, and productivity.
- Communicate resources that help internal teams foster diversity awareness, mitigate bias in hiring processes, and promote inclusive recruitment practices.
- Drive process improvement initiatives, gather stakeholder feedback, and apply change leadership and governance practices to move improvements from design through adoption, measurement, and sustained execution.
- Support scalability and flexibility to meet changing business needs and fluctuations in hiring demand.
Skills
Education
Tools
Job description
Mortenson is currently seeking a Manager of Talent Acquisition Operations to lead recruitment operations across all segments, including Craft, Non-Craft, and College hiring. This leader will develop a comprehensive understanding of how Talent Acquisition (TA) operates across teams, processes, systems, data, and service delivery, then translate that perspective into clear priorities and a multi-year roadmap.
The role will lead and develop a growing operations team while determining where TA should strengthen system adoption, enhance or redesign processes, establish new processes and standards, or evaluate and implement new technology in partnership with HR Process, Data, and Technology, IT, and external partners. This role is responsible for overseeing talent acquisition reporting, systems, processes, and recruiter training to ensure consistent practices across the function. Success requires balancing long-term transformation with disciplined execution and delivering scalable, high-quality experiences for candidates, hiring managers, recruiters, and team members.
- Develop and maintain a comprehensive view of how Talent Acquisition operates across Craft, Non-Craft, and College hiring, identifying interdependencies, gaps, and opportunities across systems, processes, data, governance, and service delivery.
- Build and execute a multi-year TA Operations roadmap that prioritizes system adoption, process enhancements, process redesign, new process development, standardization, and technology investments based on business value, readiness, risk, and impact.
- Lead the TA Operations function through transformation, establishing clear priorities, governance, accountabilities, and sustainable adoption of new processes, tools, and ways of working.
- Lead and develop a growing Talent Acquisition Operations team, building the capabilities and operating rhythms needed to support increasing scale and complexity.
- Anticipate future operational needs and evolve the TA Operations model to support changing hiring demand, business growth, and a consistent experience across talent segments.
- Manage reporting, systems, and processes for all of talent acquisition (including Craft, Non-Craft, and College Recruiting), resulting in an exceptional candidate and hiring manager experience.
- Serve as the TA business owner for recruiting technology, partnering with HR Process, Data, and Technology, IT, and external partners to strengthen adoption, prioritize enhancements and integrations, and evaluate and implement new solutions when existing capabilities do not meet evolving business needs.
- Establish and monitor key performance indicators, partner with the HR Data Analyst to ensure TA activities are measured against company goals, and translate insights into recommendations that influence workforce planning, operational capacity, and continuous improvement.
- Develop and execute a company-wide strategy to engage third-party recruiting firms, ensuring a consistent approach to managing relationships across the company.
- Partner with Talent Acquisition Supervisors and Directors to ensure Talent Acquisition Specialists comply with legal requirements, company policies, and industry best practices in recruitment activities.
- Optimize cross-functional collaboration, OFCCP, and other regulatory compliance tracking.
- Develop and deliver recruiter training to enhance their skills, knowledge, and productivity.
- Communicate resources that help internal teams foster diversity awareness, mitigate bias in hiring processes, and promote inclusive recruitment practices.
- Drive process improvement initiatives, gather stakeholder feedback, and apply change leadership and governance practices to move improvements from design through adoption, measurement, and sustained execution.
- Support scalability and flexibility to meet changing business needs and fluctuations in hiring demand.
- Bachelor’s degree in human resources management or a related field
- Minimum ten years of recruiting or HR experience or a combination of higher education and experience
- Previous experience leading/directing talent acquisition initiatives
- Advanced working knowledge of Microsoft office and HRIS/database systems with the ability to learn new systems as necessary
- Strong teamwork orientation, coaching, and mentoring skills with the ability to develop positive internal partnerships
- Strong project management skills with the ability to execute amid competing demands
- Strong ability to develop and communicate presentations to internal audiences
- Shown detail orientation with the ability to analyze data and draw conclusions from data
- Strong understanding of typical talent acquisition processes and best practices
- Active listening skills and effective communication including an openness to diverse input and feedback
- Knowledge of Equal Employment Opportunity, inclusive behaviors, and affirmative Action plans and their intended use
- Demonstrated experience leading a Talent Acquisition Operations function or team through significant growth, transformation, or operating model change.
- Experience developing an enterprise-wide understanding of operating processes and systems and translating that perspective into a prioritized, multi-year roadmap.
- Demonstrated success building, scaling, and developing high-performing operations teams while creating clarity, accountability, and capability through change.
- Experience partnering with HRIS, HR Process, Data and Technology, IT, analytics teams, and external technology partners to prioritize and lead system adoption, optimization, integrations, automation, new-system evaluation, and implementation.
- Proven ability to lead function-wide change, influence stakeholders, and sustain adoption across multiple teams or talent segments.
- Ability to connect operational data and insights to business priorities, workforce planning, capacity decisions, and measurable outcomes.
- Experience establishing governance, prioritization, service delivery standards, and performance measures for a growing or evolving TA Operations function.
- Executive-level communication and consultative partnership skills, with the ability to set direction, navigate ambiguity, and align leaders around shared priorities and measurable outcomes.
(for Non-Craft & Non-Union Craft working 25+ hours / week)
- Medical and prescription drug plans that include no additional cost vision coverage
- Dental plan
- 401k retirement plan with a generous 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 extensive work-life resources
- Tuition reimbursement
- Adoption Assistance
- Gym Membership Discount Program
The base pay range for this role is $110,300 - $165,500. (Actual range is higher for the following office locations: Denver, CO and Chicago, IL - 5%, Seattle, WA, and Portland, OR - 10%, Washington, D.C. - 12.5%).
Base pay is positioned within the range based on several factors including an individual’s knowledge, skills, and experience, with consideration given to internal equity. This position is eligible for Mortenson's incentive plan.
- Visa sponsorship is not offered for this position.
- Our postings are typically open a minimum of 5 days and an average of 44 days.
As a top builder, developer, and EPC (Engineering, Procurement, and Construction), our expertise spans markets like sports, renewable energy, data centers, healthcare, and more. We are builders at heart, working to ensure the built environment has a lasting positive impact.
Lets Redefine Possible
Your uniqueness brings new and creative perspectives to the team. Mortenson is committed to providing equal opportunities of employment (EOE) to all individuals, regardless of your race, religion, gender, national origin, age, veteran status, disability, marital status or any other legally protected category.
- Mortenson reserves the right to hire any individual without legal or financial obligation on unwanted solicitations. No agency emails, calls, or solicitations are accepted without a valid agreement.
- Must be currently legally authorized to work in the U.S. without sponsorship for employment visa status (e.g., H1B status, 0-1, TN, CPT, OPT, etc.). We are unable to sponsor or take over sponsorship of an employment Visa at this time.
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