Technical Writer

The
Talent Acquisition Manager is responsible for leading the design, execution,
and continuous evolution of the company’s enterprise-wide talent acquisition
strategy. This role partners closely with executive leadership, senior leaders,
and hiring managers to ensure the organization attracts, engages, and hires top
talent across all sectors of the business.

This
position is responsible for executive and high impact position hiring,
long-term talent pipelining, workforce planning support, and recruitment employer
brand strategy. The Talent Acquisition Manager serves as a strategic advisor to
the business, aligning recruiting efforts with organizational goals, growth
plans, and workforce demands while ensuring compliance, quality of hire, and an
exceptional and consistent candidate experience.

CWC Leadership Competencies:

• Visionary: Consistently articulates a clear and compelling picture of the
  future that motivates and guides others toward long-term goals.
• Influential: Effectively persuades and inspires others by building strong
  relationships and presenting ideas with clarity and conviction.
• Composed: Maintains focus, clarity, and emotional
  control under pressure, enabling effective decision-making and steady
  leadership in high-stress or uncertain situations.
• Team Focused: Actively contributes to a collaborative environment, valuing
  shared successes and supporting team cohesion and performance.
• Committed to Personal Development: Demonstrates
  a proactive approach to learning and growth by seeking feedback, embracing
  challenges, and enhancing personal effectiveness.

Key
Responsibilities:

• Develops, executes, and continuously refines the company’s
  enterprise-wide talent acquisition strategy to support business growth,
  workforce plans, and hiring needs across all sectors and functions.
• Partners with executive leadership and senior leaders to
  understand short- and long-term talent requirements, define hiring priorities,
  and align recruiting plans to business objectives.
• Leads recruitment efforts for executive, senior leadership, and
  other high-impact roles, including role scoping, sourcing strategy, candidate
  assessment, and offer strategy.
• Identifies and manages critical hires by assessing business risk,
  talent availability, and succession gaps, and implementing targeted recruiting
  approaches to reduce time-to-fill and quality-of-hire risk.
• Builds and maintains proactive talent pipelines for hard-to-fill
  and recurring roles using sourcing tools, referrals, and industry networks.
• Designs and implements sourcing strategies that leverage
  recruiting technology, data, and emerging tools to expand candidate reach and
  improve hiring outcomes.
• Supports workforce planning by analyzing hiring trends, turnover
  data, and projected business needs, and translating insights into actionable
  recruiting strategies.
• Develops and executes recruiting marketing initiatives in
  partnership with the Marketing & Communications department to strengthen
  the company’s visibility and attractiveness as an employer.
• Establishes, tracks, and analyzes talent acquisition metrics
  (e.g., time-to-fill, quality of hire, pipeline health, candidate experience)
  and regularly report insights and recommendations to leadership.
• Ensures recruiting practices comply with employment laws,
  affirmative action and OFCCP requirements, and internal policies while
  maintaining a consistent and high-quality candidate experience.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or
  a related discipline field or equivalent relevant experience.
• Eight (8)+ years of progressive talent acquisition experience,
  including responsibility for full life-cycle recruiting.
• Demonstrated experience recruiting senior-level, high-impact, and
  hard-to-fill roles.
• Proven experience developing and executing recruiting strategies
  aligned to business needs.
• Experience partnering with senior leaders to deliver proactive
  talent solutions and advise on hiring decisions.
• Demonstrated success building talent pipelines for critical and
  hard-to-fill roles.
• Strong understanding of full life-cycle recruitment and recruiting
  operations.
• Working knowledge of employment laws, compliance, and recruiting
  best practices.
• Exceptional communication, interpersonal skills, and stakeholder
  management skills.
• Proficient with Microsoft Outlook, Word, Excel, and PowerPoint.
• Proficient with Human Resource Information Systems.

Preferred
Qualifications:

• PHR/SPHR, SHRM-CP/SHRM-SCP, or Talent Acquisition specialty
  certification.
• Experience in supporting workforce planning and development
  initiatives.
• Experience within the AEC industry (architecture, engineering,
  and/or construction).