Early Talent Program Manager

Come join NRPs A team! Weve been recognized as a Top Workplace because we promote a culture where our team can build long-term careers and connections. As we grow as a company our goal is that you will grow in your career.

NRP has been recognized with several industry awards including Top Workplaces; Best and Brightest Companies to Work For; and National Apartment Associations Best Places to Work.

We value our employees by offering a competitive benefit package including:

• Commission and bonus opportunities

• Paid vacation and sick leave

• 11 Paid holidays

• Paid maternity & parental bonding leave

• Short & long term disability

• Medical/Dental/Vision/Life Insurance

• 401(k) Match

• Training certification & growth opportunities

• Employee referral & recognition programs

Since its founding in 1994 NRP has been dedicated to building quality homes for our residents regardless of income. The NRP Group is a full-service multifamily developer general contractor and property manager with assets and operations reaching an expanding range of markets nationwide. For additional information please visit .

Reporting to the Director of Talent Acquisition the Early Talent Program Manager owns the strategy execution and continuous improvement of NRPs early talent programs. This role builds strong pipelines for internships Manager in Training programs entry-level construction and maintenance roles and other early-career hiring needs by partnering closely with business leaders HR schools community organizations managers interns and candidates.

The successful candidate will be a relationship-driven program leader who can strengthen NRPs employment brand create meaningful early-career experiences support manager readiness use data to inform strategy and improve retention and conversion outcomes across early talent programs.

ESSENTIAL FUNCTIONS

Recruiting Strategy

• Expand reach to strengthen talent pools for entry-level construction and maintenance roles including high schools trade schools and community organizations.
• Research additional colleges and universities and deepen relationships with target schools including career centers program heads professors and student organizations.
• Maintain a consistent and visible presence on campus throughout the yearnot just during career fairsthrough classroom visits hosted events student organization partnerships faculty and program leader engagement social media engagement and other touchpoints that strengthen NRPs early talent brand.
• Coordinate with recruiting teammates hiring managers business leaders and university partners to plan and execute campus recruiting activities ensuring travel event logistics and stakeholder engagement are aligned for successful outcomes.

Intern Program Strategy

• Own the end-to-end intern relationship from candidacy and acceptance through professional development program completion and continued engagement beyond the program.
• Focus on intern manager readiness by helping select prepare and equip managers to successfully lead interns set clear expectations provide meaningful work deliver timely feedback and serve as an ongoing resource throughout the program.
• Execute a clear feedback framework including expectations mid-program evaluations final assessments offer recommendations and related follow-up.

Program Management & Retention Strategy

• Own Property Management - Manager in Training program management from end to end serving as the dedicated point of contact for leaders mentors and Manager in Training participants while managing rotations supporting assignments coaching participants and facilitating placement.
• Explore a Construction cohort program for intern-to-full-time hires to drive continued engagement and retention through professional development networking opportunities mentoring and other cohort experiences.

Continuous Improvement & Metrics Strategy

• Maintain an ongoing focus on elevating early talent efforts streamlining processes enhancing the candidate new-hire and leader experience and improving overall program effectiveness.
• Facilitate workforce planning with business leaders stay current on industry competitors and identify and track key metrics such as school effectiveness acceptance rates conversion rates and retention rates to inform strategy.
• Regularly share insights progress risks and recommendations with business and HR leaders.
• Serve as an early talent subject matter expert and thought partner to business and HR leaders.

SKILLS & ABILITIES

Education: Bachelors degree in Human Resources Business Organizational Development Communications or a related field required.

Experience: Minimum of 7 years of recruiting experience required including at least 4 years of experience in Early Career campus recruiting internship co-op or emerging talent program management. Demonstrated experience managing full life cycle recruiting processes program timelines stakeholder communications and early talent initiatives in a fast-paced environment.

Technical Skills: Strong proficiency with applicant tracking systems and recruiting tools required; Workday experience preferred. Strong Microsoft Office skills required including the ability to develop tracking tools program materials presentations and reporting summaries.

Travel: Ability to travel roughly 25% to maintain an active visible presence on campus and support campus community and business-facing recruiting activities throughout the year.

Other Requirements: Strong recruiting sourcing candidate assessment communication organization project management and stakeholder management skills; demonstrated ability to build trusted relationships with hiring managers HR partners schools community partners and early-career candidates; ability to manage multiple programs timelines and priorities simultaneously; proactive accountable detail-oriented and comfortable operating with ambiguity; travel may be required to support campus community and business-facing recruiting activities.

The anticipated salary range for this position is $100000 to $120000 annually plus performance bonus.

#DNI

The NRP Group is committed to a policy of assuring that all employees and applicants for employment are recruited hired assigned placed transferred demoted laid off terminated paid trained and generally treated during employment on the basis of qualifications and merit; without discriminationdue tocolor race religion sex (including pregnancy or marital status) sexual orientation gender identity and expression age national origin ancestry veteran status military status disability genetic information citizenship or any other classification or activity protected by federal state and local law and ordinances.