Resource Delivery Lead

CBRE Group, Inc.; Dallas (TX); On-site; USD 110,000 - 190,000; Full time

Job summary

CBRE Group, Inc. is seeking a Resource Delivery Partner in Dallas to lead end-to-end talent acquisition delivery for designated business units. You will guide strategic staffing mix, mentor recruiters, and ensure efficient recruitment processes while aligning with business goals.

The role emphasizes data-driven performance, proactive sourcing, and strong stakeholder engagement to meet hiring targets and drive measurable outcomes.

Qualifications

• 8-10+ years of progressive recruiting experience, agency or in-house.
• Demonstrated leadership and people-management abilities.
• Deep knowledge of recruitment strategies and market trends.
• Proven sourcing, engagement, and hiring success across multiple channels.
• Excellent written and verbal communication across all levels.

Responsibilities

• Develop and execute resourcing plans across assigned business units.
• Forecast staffing needs and review forecasts with stakeholders weekly.
• Optimize use of internal, agency, and subcontractor resources.
• Provide guidance to recruiters and align efforts with business priorities.
• Oversee full recruitment lifecycle with vendors as needed.
• Lead proactive sourcing for upcoming pipeline ramp-ups.
• Foster strong client relationships and transparent communication.
• Analyze recruitment data and report insights to stakeholders.
• Drive process improvements and adopt innovative recruitment tools.

Skills

Leadership

Recruitment expertise

Sourcing & engagement

Communication

Stakeholder management

Job description

Job Title - Resource Delivery Partner

About the Role:

As a Resource Delivery Partner, you will be responsible for overseeing and ensuring execution of the end-to-end delivery of talent acquisition services across designated business unit(s). You will partner with key stakeholders to understand their hiring needs, providing strategic guidance on the optimal mix of staffing levers (internal, external, agency, etc.) based on market conditions, project timelines, and position requirements. You will work closely with a team of recruiters, prioritizing deliverables, being the conduit with hiring managers, and ensuring a seamless and efficient recruitment process. This is a great opportunity to make a tangible impact on our business and contribute to our continued growth.

To be effective, the Delivery Manager needs to strategically lead the talent acquisition function for their assigned business unit, ensuring alignment with overall business goals and driving measurable results. Be an example of leadership for the recruiting team through guidance and mentorship, reiterating TA processes and holding accountable parties involved in execution, taking on special projects that produces impact towards hiring goals, and stepping up to ownership of gaps that need to be filled with hiring challenges.

What You’ll Do:

• Strategic Resource Planning & Forecasting:
• Develop and execute comprehensive resourcing plans across the assigned business unit(s), including project resource forecasting and proactive planning for future hiring needs.
• Conduct weekly reviews of forecasts with operational and sales stakeholders, acting as the primary Resource Strategy Group (RSG) point of contact for bottom-up forecasting.
• Optimize Resource Mix: Consult on and proactively drive the strategic utilization of various resource levers, including internal promotions/transfers, travel requirements, agency partnerships, and subcontractor arrangements, to achieve optimal talent acquisition outcomes.
• Recruitment Strategy & Execution:
• Provide functional guidance to recruiters, aligning their efforts with the specific needs and priorities of the business units.
• Develop and implement innovative and effective recruitment strategies to attract top-tier talent across diverse roles.
• Full-Cycle Recruitment Oversight: Oversight recruitment lifecycle in conjunction with the Recruiting Manager to ensure recruitment efforts are aligned with Program needs. Manage and consult with staffing vendors when contingent labor is required to meet staffing goals.
• Proactive Sourcing: Leverage and lead proactive strategies with recruiter/sourcing team for upcoming pipeline ramp ups per market and program needs and shifts.
• Client Relationship Management:
• Serve as the primary service delivery point of contact for assigned business units, fostering strong relationships with key stakeholders.
• Stakeholder Engagement: Drive consistent engagement and communication with business unit leaders regarding all staffing matters, building strong and collaborative partnerships.
• Needs Assessment & Solutioning: Proactively understand hiring needs and provide strategic recruitment solutions tailored to the unique requirements of each business unit.
• Transparent Communication: Proactively communicate recruitment progress, timelines, and any potential challenges to hiring managers, ensuring transparency and alignment.
• Issue Resolution: Address any concerns or issues promptly and effectively, ensuring a positive experience for both candidates and hiring managers.
• Data Analysis & Reporting:
• Data-Driven Insights: Analyze recruitment data to identify trends, measure performance, and uncover opportunities for continuous improvement.
• Generate regular, insightful reports on recruitment performance, sharing key findings and recommendations with stakeholders.
• Process Improvement & Innovation:
• Continuously evaluate and refine recruitment processes to enhance efficiency, effectiveness, and candidate experience.
• Embrace Innovation: Identify and implement innovative recruitment strategies, technologies, and tools to stay ahead of the curve.
• Collaboration & Streamlining: Collaborate with HR and IT teams to streamline systems and optimize recruitment tools.
• Employee Experience Champion: Actively participate in and contribute to broader recruiting and employee experience initiatives, such as University Recruiting, Interview Training, and Employment Branding.
• Other Duties: Performs other duties as assigned. Duties may change with reasonable notice.

What You’ll Need:

• Experience: 8-10+ years of progressive experience in recruiting, either in an agency or in-house setting (or a combination of both), with a proven track record of success in talent acquisition and recruitment.
• Leadership & Management: Demonstrated leadership and management skills, including the ability to mentor, motivate, and guide a team. Operate as a role model by holding up TA processes and guidelines identified.
• Recruitment Expertise: Deep understanding of recruitment strategies, best practices, and current market trends.
• Sourcing & Candidate Engagement: Demonstrated success in sourcing, engaging, and hiring candidates through various channels.
• Communication: Excellent written and verbal communication skills, with the ability to communicate effectively at all levels of the organization.
• Occasional travel is a must. Telecom and construction is highly desired.

Why CBRE:

When you join CBRE, you become part of the global leader in commercial real estate services and investment that helps businesses and people thrive. We are dynamic problem solvers and forward-thinking professionals who create significant impact. Our collaborative culture is built on our shared values — respect, integrity, service and excellence — and we value the diverse perspectives, backgrounds and skillsets of our people. At CBRE, you have the opportunity to chart your own course and realize your potential. We welcome all applicants.

Applicant AI Use Disclosure:

We value human interaction to understand each candidate's unique experience, skills and aspirations. We do not use artificial intelligence (AI) tools to make hiring decisions, and we ask that candidates disclose any use of AI in the application and interview process.

Our Values in Hiring

At CBRE, we are committed to fostering a culture where everyone feels they belong. We value diverse perspectives and experiences, and we welcome all applications.

Relocation assistance and sign-on bonuses may be available on select positions only, for qualified candidates based on role requirements and experience.

Applicants must be currently authorized to work in the United States without the need for visa sponsorship now or in the future.

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