Senior Talent Acquisition Partner Construction

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 .

The Senior Talent Acquisition Partner Construction is a strategic talent advisor responsible for attracting and securing top talent for NRPs Construction business with the flexibility to support recruiting across other departments as enterprise priorities shift. This role owns the full-cycle recruiting process for high-impact construction roles including Project Managers Project Superintendents and other field and office-based roles across multiple markets. The Senior Talent Acquisition Partner develops and executes recruiting strategy aligned to workforce planning builds proactive talent pipelines and partners with senior leaders to shape how NRP competes for talent. This role offers exposure to executive and senior leadership and plays a meaningful part in advancing NRPs talent strategy.

Reasonable Accommodation Statement: To accomplish this job successfully an individual must be able to perform with or without reasonable accommodation each essential function satisfactorily. Reasonable accommodations may be made to help enable qualified individuals with disabilities to perform the essential functions.

• Own the end-to-end recruiting lifecycle for construction roles from intake through offer acceptance and onboarding handoff.

• Manage high-volume and specialized requisitions concurrently across multiple markets and project pipelines.

• Flex to support recruiting needs across other NRP departments and business lines as enterprise hiring demand requires.

• Partner with hiring managers to define role requirements interview strategy and candidate profile expectations.

• Deliver a high-touch professional and consistent candidate experience at every stage.

• Serve as a trusted advisor to Construction leaders and to leaders across other departments when called upon . Aligning recruiting strategy with business goals project timelines and workforce plans.

• Facilitate intake and kickoff meetings to assess workforce needs project demands and market challenges setting clear expectations and shared accountability.

• Provide guidance on compensation positioning market conditions competitor activity and hiring strategy.

• Credibly challenge and influence leaders through data-driven insights while maintaining strong partnership and support.

• Adapt to evolving business priorities and shifting hiring demands.

• Build and maintain proactive pipelines for critical and hard-to-fill construction roles.

• Develop targeted sourcing strategies leveraging:

• Industry networks and referrals

• Trade associations and construction-specific communities

• Competitor mapping and market intelligence

• Passive talent outreach via LinkedIn Recruiter direct sourcing and networking

• Cultivate talent communities to support future hiring needs reduce time-to-fill and strengthen NRPs competitive position in key markets.

• Collaborate with hiring managers on interview best practices candidate evaluation and structured hiring processes.

• Develop and implement role-specific interview guides and consistent selection criteria.

• Apply behavioral interviewing techniques that comply with organizational standards.

• Elevate the capability of leaders to make strong defensible hiring decisions.

• Analyze recruiting metrics including time-to-fill quality of hire offer acceptance rate source effectiveness and early-tenure turnover to identify trends and opportunities.

• Provide regular updates and insights to HR and business leadership on hiring progress market dynamics and forecasted gaps.

• Recommend and implement process improvements across sourcing interviewing and selection.

• Drive continuous improvement in recruiting workflows communication cadence and candidate engagement.

• Partner closely with HR Business Partners onboarding and background screening partners to ensure a seamless candidate-to-employee experience.

• Ensure full compliance with company standards applicable employment laws and Federal State and EEO regulations.

• Support employer branding efforts within construction talent markets partnering with marketing and HR on campaigns and industry presence.

• Bachelors degree in Human Resources Business or a related field preferred. Equivalent professional experience considered.

• Minimum 5 years of full-cycle recruiting experience with direct experience supporting construction real estate development or related industries.

• Proven experience in active sourcing hard-to-fill and passive talent including Boolean search LinkedIn Recruiter competitor mapping and direct outreach independent of inbound applicant flow.

• Proven success recruiting for roles such as Project Managers Project Superintendents Preconstruction or similar construction positions.

• Demonstrated experience operating in a high-volume multi-market environment with the versatility to support recruiting across multiple business lines.

• Demonstrated ability to influence senior stakeholders and operate as a strategic business partner.

• Strong relationship-building and stakeholder management skills across all levels of the organization.

• Strategic thinking with the ability to translate market and recruiting insights into clear action.

• High level of ownership accountability urgency and follow-through.

• Ability to balance day-to-day execution with long-term talent planning.

• Excellent verbal and written communication and influencing skills.

• Strong consultative skills able to credibly challenge while preserving trust and partnership.

• Data fluency comfortable analyzing recruiting metrics and presenting insights to leaders.

• Current knowledge of employment laws market trends and construction industry talent dynamics.

• Proficient in Microsoft Office Suite (Excel PowerPoint Word Outlook Teams CoPilot).

• Experience leveraging AI tools (e.g. ChatGPT/Copilot LinkedIn AI-Assisted Search hireEZ SeekOut) and the ability to integrate them thoughtfully into sourcing and vetting workflows while maintaining quality and equity standards.

• Proficient in Workday ATS LinkedIn Recruiter and sourcing platforms.

• Comfortable with reporting dashboards and recruiting analytics.

Hybrid office environment based out of one of NRPs regional offices (Texas Mid-Atlantic Northeast or Cleveland OH). Occasional travel required for project site visits market hiring events candidate meetings and industry conferences.

This position offers a salary range of $100000 to $125000 annually though compensation will be commensurate with the selected candidates experience and qualifications.

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.