Talent Acquisition Program Administrator

Hoffman & Hoffman Inc; Greensboro (NC); On-site; USD 65,000 - 95,000; Full time

Job summary

Hoffman Family of Companies seeks a Talent Acquisition Program Administrator in Greensboro, NC to build and manage long-term talent pipelines across all four companies. You will own university and trade school partnerships, internship programs, pipeline analytics, and ROI reporting to strengthen our employer brand and talent supply chain.

Lead outreach to technical schools, coordinate campus events, develop university partnership frameworks, and drive enterprise-wide metrics to improve

Qualifications

• Bachelor's degree in HR, Business, Communications, or related field.
• 3–5 years of talent acquisition, campus recruiting, or workforce development experience.
• Experience building university or trade school partnerships and managing campus programs.
• Strong data analysis skills and ability to present ROI findings to leadership.
• Proficiency with ATS platforms, Excel/data tools, and recruiting technology.

Responsibilities

• Own and manage enterprise-wide talent pipeline programs across four companies.
• Develop and maintain university and trade school partnerships and campus activities.
• Design internship programs, onboarding, mentorship, and evaluation processes.
• Track ROI, conversion, and cost-per-hire; report quarterly to leadership.
• Coordinate events, campus visits, and career fairs; represent the company externally.

Skills

Data analysis

Relationship building

Communication

Recruiting metrics

Education

Bachelor's degree in HR / Business / related

Tools

ATS platforms

Excel / data tools

Job description

The Talent Acquisition Program Administrator is responsible for building and managing the long-term talent pipeline infrastructure for Hoffman Family of Companies. This role owns the programs, partnerships, and analytics that fuel future hiring — including university/college and trade school relationships, internship programs, pipeline analytics, and ROI reporting. This is a forward-facing, relationship-driven role that strengthens Hoffman's employer brand and talent supply chain across all four companies.

TRADE & TECHNICAL SCHOOL PIPELINE DEVELOPMENT

• Build and own Hoffman's relationship strategy with trade and technical schools across all relevant markets and disciplines — HVAC/R, plumbing, electrical, mechanical systems, and related skilled trades.
• Develop and execute targeted recruiting programs at technical schools to create a consistent pipeline of skilled trade candidates.
• Identify programs from technical school partnerships for the Apprenticeship Program
• Establish the Hoffman Family of Companies as an employer of choice at trade and technical schools through regular campus presence, sponsorships, and classroom engagement
• Negotiate and manage partnership agreements with technical schools and community colleges including internship pipelines, job fairs, and co-op programs
• Attend and coordinate trade school career events, skills competitions, and industry showcases.

UNIVERSITY & TRADE SCHOOL RELATIONSHIP MANAGEMENT

• Own and manage relationships with university career centers, department heads, and faculty across all partner institutions
• Develop and maintain a formal university partnership framework — including service level agreements, recruiting calendars, campus ambassador programs, and relationship engagement plans
• Coordinate on-campus recruiting activities including career fairs, information sessions, campus interviews, and company presentations across all four companies
• Build faculty and advisor relationships to position the Hoffman Family of Companies as a preferred employer for top graduates in engineering, business, HVAC/R, and related disciplines
• Develop university partnerships supporting internship program and future talent pipeline
• Maintain a current database of all university and trade school partnerships, contacts, and recruiting activity history

END-TO-END INTERNSHIP PROGRAM MANAGEMENT

• Own and manage the Hoffman internship program enterprise-wide — from program design through offer conversion — across all four companies
• Collaborate with each company lead on internship program logistics, curriculum, and participant experience
• Design and maintain intern onboarding, project frameworks, mentorship pairings, mid-term evaluations, and end-of-program presentations
• Develop a structured intern-to-hire conversion process and track conversion rates as a key pipeline metric
• Coordinate intern accommodations, travel, and logistics for out-of-area participants
• Build the internship program into a recognized entry point for early-career talent across all the Hoffman Family of Companies
• Report internship program ROI — including conversion rates, retention of converted hires, and cost per intern — to TA Manager and HR Director annually

PIPELINE ANALYTICS & ROI REPORTING

• Own and manage enterprise-wide TA pipeline analytics — tracking source quality, time-to-fill, cost-per-hire, offer acceptance rates, and pipeline conversion across all four companies
• Build and maintain recruiting dashboards and reporting frameworks that provide actionable insights to the TA Manager and HR Director
• Measure and report on the ROI of all pipeline development activities — university partnerships, trade school programs, internships, and career fairs — to demonstrate business value and inform investment decisions
• Analyze workforce trends, turnover data, and hiring forecasts to identify future talent gaps and recommend proactive pipeline strategies
• Track and report on diversity pipeline metrics and sourcing channel effectiveness
• Develop quarterly and annual TA performance reports for leadership presentations

QUALIFICATIONS

• Bachelor's degree in Human Resources, Business, Communications, or related field required
• 3–5 years of experience in talent acquisition, campus recruiting, employer branding, or workforce development
• Demonstrated experience building university or trade school partnerships and managing campus recruiting programs
• Experience with internship program design and management preferred
• Strong data analysis skills — ability to build reports, interpret recruiting metrics, and present ROI findings to leadership
• Proficiency with ATS platforms, Excel/data tools, and recruiting technology
• Excellent relationship-building, communication, and presentation skills
• Comfortable representing the company at external events, career fairs, and campus visits
• Experience in skilled trades, construction, mechanical, or engineering industry recruiting a plus