Corporate Talent Acquisition Specialist

Role overview

This position supports talent acquisition work across a defined business unit, region, or function, operating with limited supervision. The role focuses on advising employees and managers on recruitment matters, partnering with senior talent acquisition leaders on larger or more complex hiring efforts, and helping deliver recruitment services that align with business priorities and future staffing needs.

The position is also responsible for maintaining quality, speed, and strong engagement throughout the hiring process while supporting compliance with internal policies and external regulations.

Key responsibilities

• Explain talent acquisition processes and initiatives to managers and teams, provide practical recruiting guidance, and help ensure adherence to internal controls and legal requirements.
• Support hiring managers with high-volume recruitment across multiple business areas by understanding hiring needs, creating job advertisements, screening and dispositioning candidates in the applicant tracking system, coordinating interviews, and keeping requisitions compliant.
• Contribute to building and maintaining candidate pipelines using direct applicants, passive sourcing, referrals, and talent pool development in partnership with hiring managers.
• Advise managers on interview preparation, selection criteria, behavioral interviewing, unconscious bias awareness, and how to represent the employer brand effectively.
• Attend regular check-ins with managers to discuss current and upcoming hiring needs and provide sourcing recommendations where needed.
• Use sound judgment to support recruitment activities such as writing job postings, managing requisitions, handling job status updates, reviewing salary data, and supporting equal employment opportunity compliance and inclusive hiring decisions.
• Take part in workforce planning efforts of modest complexity by reviewing information from management discussions and helping shape internal or external hiring action plans.
• Identify coaching or training gaps for hiring managers and teams and support training evaluation to help meet development goals.
• Apply working knowledge of legal and policy requirements related to sourcing, posting, interviewing, and selection, while helping reduce compliance risk and partnering with legal when necessary.
• Help shape hiring communications and adoption strategies, and support busy or less organized managers in keeping recruitment priorities moving.
• Act as both a recruitment resource and a business partner, balancing support for people, process improvement, and change management.
• Build working knowledge of the business area’s services, financial outlook, strategy, culture, and market position.
• Share feedback with HR centers of excellence such as HR Business Partners, HR operations, talent development, total rewards, and HRIS on recruiting processes and initiatives.
• Stay current on sourcing methods, candidate engagement strategies, talent pipeline development, and employment law requirements.
• Follow ethical decision-making standards, company policies, and code of conduct expectations.
• Carry out other duties as business needs evolve.

Working conditions and additional details

The role may require work schedules that extend beyond a standard workweek. Some travel may also be necessary depending on the assignment.

Compensation and benefits

This contract role pays approximately $35 to $50 per hour. Final pay may depend on experience, skills, and education.

Benefits begin on the 31st day of employment and include medical, dental, and vision coverage, HSA, FSA, and DCFSA account options, and access to a 401(k) plan with employer matching. The role also includes paid sick leave and/or other paid time off as required by law.

Required qualifications

• Bachelor’s degree in Human Resource Management or a related field with an HR concentration, or equivalent experience.
• 3 to 7 years of relevant post-education experience in enterprise-level talent sourcing, recruitment, or talent acquisition.
• Background in the AEC industry, with a solid understanding of engineering and technical roles.
• Strong analytical, organizational, and business acumen skills, with the ability to connect business needs with HR practices.
• Knowledge of talent pipeline development, passive candidate attraction, job posting, social media outreach, interview selection methods, and federal and state employment law.
• Ability to assess technical information and compare it against standards or regulations when supporting hiring decisions.
• Strong interpersonal and communication skills for professional interaction with HR and non-HR audiences.
• Ability to self-manage, stay detail-oriented, handle multiple priorities, and work effectively in changing environments.
• Comfort working independently with minimal oversight while following HR policies, procedures, and standards.
• Proficiency in technical writing, office productivity tools, ATS platforms such as Taleo, MS Office applications, spreadsheets, SharePoint, and other HR tools.
• Strong critical thinking and problem-solving ability to draw conclusions from data, feedback, and analysis.
• Commitment to workplace safety and compliance with health, safety, drug/alcohol, and harassment policies.
• Willingness to work schedules that may go beyond the standard workweek.
• Occasional travel may be required.