Short Description

Bowman has an opportunity for a Senior Director of Talent Acquisition to join our team remotely.

At Bowman, we believe in creating opportunities for aspiring people to thrive and achieve ambitious goals. That’s why a career at Bowman is more than a job. It is an opportunity to be part of a diverse and engaged community of professionals, to be treated as a respected and valued member of a motivated team and to be empowered to do exceptional work that advances the best interest of everyone involved. We recognize the importance of creating a work environment that is both rewarding to our employees and supportive of our unwavering commitment to provide unparalleled service to our clients.

Purpose

The Senior Director of Talent Acquisition and University Relations is pivotal in driving the organization’s talent acquisition strategy, ensuring the company attracts, hires, and retains top talent to support its business objectives and growth ambitions. This role combines strategic leadership with hands-on management of recruitment processes, building/strengthening relationships with educational institutions, and team development, contributing significantly to our organization’s growth and success in a competitive market.

Responsibilities

Leadership and Direction

Oversee and shape the organization's workforce by leading strategic initiatives in all aspects of talent acquisition within the company.
Responsible for developing and implementing innovative recruiting strategies to attract top talent across all levels of the organization, while also establishing and maintaining strong relationships and partnerships with universities to enhance our employer brand and pipeline of future talent. An individual in this role reports directly to the CHRO, or to an equivalent senior executive in the Corporate or Operations group of the company.
Provide oversight and direction of department or business unit including strategy, budgeting, staff, and deliverables.

At the Operational and Company Level

Leadership: Inspires and motivates team members to achieve goals and foster a collaborative work environment. Strategic thinker with a forward-looking, innovative mindset.
Professionalism: High level of integrity, professionalism, and confidentiality
Innovative: Embraces creativity and innovation to stay ahead in attracting and retaining talent.
Results-Oriented: Focuses on achieving measurable outcomes and continuous improvement and operational excellence
Adaptability: Thrives in a dynamic environment and adjusts strategies as needed to meet changing business needs that satisfy our culture.
Analytical Skills: Strong analytical skills with the ability to leverage data for informed decision-making.

Do the Work

Strategic Leadership
- Develop and execute a comprehensive talent acquisition strategy aligned with the company's business objectives and growth plans.
- Provide leadership, guidance, and training to the talent acquisition team, ensuring alignment with best practices and industry trends.
- Provide oversight and direction of department including overall strategy, budgeting, staffing, and deliverables.
- Drive initiatives to attract top talent to the company through innovative sourcing strategies, employer branding, and recruitment marketing.
Professional Recruitment & Team Management
- Lead and manage a high-performing, professional talent acquisition team.
- Provide coaching, mentorship, and development opportunities to ensure continuous improvement and career growth within the team.
- Provide continued growth and knowledge of employment issues related to recruitment and hiring.
- Assist with and/or lead recruiting efforts for executive level hires and coordinating with business unit leaders and potential 3rd party recruiting support as needed.
University Relations
- Assist in strengthening and maintaining relationships with key universities and colleges to promote our employer brand and attract top early-career talent, making our firm a “firm of choice”.
- Coordinate, as needed, with UR team and academic institutions to enhance internship programs, co-op opportunities, and other initiatives to engage students and graduates.
Process Optimization and Reporting
- Design, implement, and optimize recruitment processes and procedures to enhance efficiency, quality, and candidate experience and ensure compliance with laws and regulations.
- Utilize data-driven insights and metrics to measure & analyze performance, identify areas for improvement, and drive decision-making.
- Report to upper-level management on recruiting team on performance metrics and monitor for continual improvement.
Stakeholder Engagement
- Collaborate closely with senior executives, hiring managers, and business leaders to understand hiring needs and workforce planning requirements.
- Build strong relationships with internal stakeholders to effectively influence and advise on talent acquisition strategies and best practices.
Employer Branding and Talent Pipeline
- Develop and execute employer branding strategies to position the organization as an employer of choice through targeted initiatives, partnerships, and community engagement.
- Develop and nurture a robust talent pipeline, leveraging networks, industry contacts, and talent pools for current and future hiring needs.
- Leverage social media, events, and other channels to promote our employer brand and enhance visibility among prospective candidates.
Diversity, Equity, and Inclusion (DEI)
- Champion diversity, equity, and inclusion (DEI) initiatives within the talent acquisition function and across the organization.
- Partner with internal stakeholders to integrate DEI principles into recruiting strategies and practices.
- Foster a collaborative and inclusive team culture.
Compliance and Risk Management
- Ensure recruitment practices comply with all relevant local, state and federal employment laws and regulations throughout the recruitment and hiring process.
- Stay current with industry trends and best practices in talent acquisition at all levels.
- Mitigate risks associated with hiring practices.
- Maintain a high standard of ethical conduct as a leader and department.

Success Metrics and Competencies

Ability to work both independently and within a team environment.
Highly motivated and problem-solving attitude.
Strong sense of urgency in responding to constituents.
Effective verbal and written communication skills.
Strong work ethic and commitment to quality.
Commitment to promoting the reputation of the company through quality of work.
Effective working relationship with internal leaders and peers, as well as external clients.
Commitment to becoming a “citizen” of the broader organization, breaking down barriers and silos.
Commitment to working in partnership with others inside and outside the organization.
Ability to effectively manage multiple time-sensitive tasks.
Basic understanding of financial reports and metrics.

Qualifications

Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree and relevant certifications (e.g., SHRM-SCP, SPHR) a plus.
Proven experience (typically 10+ years) in a senior leadership role within talent acquisition or recruitment, preferably in a large organization or high-growth environment, and desirably in the AEC consulting-based industry. Experience in university relations and campus recruiting highly preferred.
Strong understanding and proven track record in developing and implementing best practices in recruitment, employer branding, and talent management.
Strong knowledge of laws, regulations, and best practices related to human resources, labor and employment.
Demonstrated success in developing and implementing strategic talent acquisition initiatives that drive business.
Ability to leverage technology and data analytics for recruitment insights.
Excellent leadership, communication and interpersonal skills with the ability to influence and collaborate effectively across all levels of the organization.
Proficient in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook); Applicant Tracking Systems (ATS) and HRIS experience strongly preferred.
The role may be based at the company’s headquarters, in another major office location, or remote. Travel to/from the company HQ and/or other locations will be required as needed to fulfill duties.

Physical Demands and Working Environment

Primarily indoor professional office environment which may include bright/dim light, noise, fumes, odors, and traffic.
Mobility around an office environment.
Frequent and prolonged use of standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.
Frequent outdoor work environment which may include adverse weather conditions, varying temperatures, excessive noise, and/or potential hazards.
Occasional lifting or carrying up to 20 pounds
Occasional pushing or pulling up to 20 pounds
Occasional reaching outward or above shoulder.

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Job Description Disclaimer

Note: While this job description is intended to be an accurate reflection of the job requirements, it is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Management reserves the right to modify, add, or remove duties from particular jobs and to assign other duties as necessary at any time with or without notice.

Bowman Consulting Group, Ltd.

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