Levelup Talent Jobs in Usa

Job Description: Talent Development Coordinator

Reports To: Vice President, Executive Recruitment Operations

Direct Reports: None

Position Summary

Located in Southeastern Michigan, this full-time in-office position will operate in the retained executive search industry specializing in the placement of senior leadership and C-suite talent for companies. This is a company that empowers people to take initiative, values continuous learning, treats colleagues like family, prioritizes helping others, adapts to change with agility, works interdependently as one team, and treats everyone with respect. The Talent Development Coordinator (TDC) is responsible for identifying, developing, and presenting qualified candidates across multiple recruitment projects. This role supports the Directors of Executive Recruitment (DER’s) by providing consistent project updates, maintaining communication, and ensuring a seamless recruitment process that is structured and requires research rigor for complex projects. The TDC will establish strong working relationships across the entire team and manage all aspects of recruitment documentation and workflow within the company’s proprietary database and systems. The ideal candidate enjoys research, data and connecting business strategy to talent.

Key Responsibilities

A. Direct Client Support

• Partner with the Directors of Executive Recruitment (DER’s) to understand client needs, position requirements, and organizational culture.
• Attend internal meetings with the search team(s) to gather essential industry knowledge, business and position information. Participate in internal recruitment project kick-off meetings to ensure alignment among all team members.
• Fully understand the position profile and organizational context to help define required knowledge, skills, abilities, and behavioral traits.

B. Candidate Sourcing & Recruitment Project Management

• Support the DER’s in analysis to identify target companies and mapping the market for potential candidates and sources.
• Source candidates through an internal database and external platforms. Screen candidate profiles against position specifications to assess basic fit and flag high potential prospects. Create a customized project list for target candidates from desired target companies for the DER’s review. Source and identify a broader network of potential candidates to assess interest and qualifications.
• Coordinate internal touchpoints: check-ins with the DER’s to review progress.
• Follow up with candidates about next steps in the process.
• Project manage, organize and schedule interviews, including candidate travel.
• Build and maintain strong partnerships with candidates throughout the recruitment process.
• Initiate and conduct reference checks as directed by the DER’s.

C. Administrative Responsibilities

• Create and maintain recruitment project files within the internal database and systems and the firm’s applicant tracking system (ATS).
• Accurately record all recruitment data and documentation.
• Close out recruitment projects upon candidate start date.
• Maintain confidentiality and manage sensitive information with discretion.

D. Ideal Behaviors & Competencies

• Relationships focused with a proven ability to take ownership, be accountable to deadlines, detailed oriented, and seeks constructive feedback.
• Self-directed and works well in an autonomous environment while maintaining high level of organization, accountability and alignment with team goals.
• Skilled at managing multiple complex projects simultaneously by prioritizing effectively, breaking work into clear milestones, and proactively coordinating with recruitment project teams to maintain timelines and manage competing deadlines.
• Intellectually curious with a continuous desire to learn and grow; seeks to understand business and industry trends.
• Must be adaptable, embraces change in a fast-paced environment, and approaches challenges with creativity and solution-oriented thinking. Recovers quickly from setbacks and maintains focus and productivity; Someone who sees the glass as half full vs half empty.
• Work with a sense of urgency, and a responsible decision maker who contributes ideas that improve processes and outcomes.
• Strong organizational and interpersonal skills. Clear, honest communicator and a good listener, who supports colleagues with empathy, and fosters belonging.
• High professional ethics and discretion, and helps create a balanced, trustworthy team environment.
• Proactive mindset who supports the collective success of the team.
• Offers and requests help freely, acts with kindness, and contributes to a positive experience for clients, candidates, and teammates.
• Must have a sense of humor.

Qualifications

• Associate degree and/or BS/BA degree preferred.
• 1-3 years in professional services, market research, consulting, HR, recruiting or related analytical role is preferred but not required.
• Technology savvy with demonstrated proficiency in all MS Office applications; Office, Outlook, Word, and Excel.
• Strong skills in online research and tools preferred.

Talent Acquisition Manager – AI Infrastructure & Engineering

San Francisco, California

Hybrid Working

We are expanding our global team and launching a new office in San Francisco.

WNTD is looking for an experienced Talent Acquisition Manager to join our Talent Solutions team and support the continued growth of AI infrastructure and accelerated compute platforms across North America.

This role will support one of the most significant AI infrastructure expansion programmes currently underway, focused on building next generation platforms powered by NVIDIA accelerated compute.

You will work closely with senior technical leaders to attract and hire talent across the full infrastructure stack including software engineering, AI platforms, GPU environments and large scale compute infrastructure.

This is a delivery focused role supporting high growth engineering programmes across AI infrastructure and cloud platforms.

The Role

You will lead hiring across multiple engineering disciplines spanning software engineering, AI infrastructure platforms and high performance compute environments.

Working closely with technical leadership and programme stakeholders, you will build pipelines of high quality candidates and manage fast moving hiring plans across several technical workstreams.

Key Responsibilities

• Build and manage talent pipelines across software engineering, AI infrastructure and GPU compute environments

• Proactively source talent across the United States through mapping, referrals and direct outreach

• Screen candidates for technical capability, experience and long term fit

• Partner with engineering leaders to define hiring priorities and role requirements

• Maintain clear tracking of hiring pipelines and delivery progress

• Support wider Talent Solutions activity during peak delivery phases

• Ensure a professional and consistent candidate experience

• Champion fair and inclusive hiring practices

Key Experience

• Proven experience hiring across complex engineering environments

• Strong track record building pipelines across software and infrastructure roles

• Comfortable engaging with technical stakeholders and discussing engineering topics

• Excellent communication and stakeholder management skills

• Strong organisation with the ability to manage multiple roles simultaneously

What We Offer

• Competitive salary and benefits

• Opportunity to support one of the fastest growing AI infrastructure build programmes globally

• Growth within a high performing delivery focused team

• Hybrid working model

• A collaborative culture that values ownership, pace and problem solving

Additional Requirements

• Ability to commute to the San Francisco office

• No visa sponsorship available

• Hybrid working model

About Us

SolomonEdwardsGroup, LLC (“SolomonEdwards”) is a full-service professional services firm offering financial, operational, and technology consulting and operations support. We work with some of the world’s most prominent companies to help them envision and achieve a better future. We know that our consulting services are only as meaningful as the people and talent behind them, and we are committed to recruiting incredibly talented, committed, and collaborative individuals who can help us deliver exceptional client service. For more information, visit SolomonEdwards

Position Summary:

We are seeking a Senior Project Manager – Talent Acquisition Optimization to join a leading global financial services firm with operations across North America and Europe. This consultant will support a Talent Acquisition implementation-level effort tied to a broader enterprise transformation initiative. This role is key to delivering impactful HR technology improvements and driving alignment across global teams, systems, and stakeholders.

This is a hybrid role working onsite 4 days a week in Newport Beach, CA.

Essential Duties:

• Drive complex and cross-functional enterprise projects across the enterprise.
• Work closely with diverse project teams (matrixed org), maintaining project schedules and all supporting documents to ensure the program/project is delivered within scope, schedule, cost, and specifications, and to the satisfaction of stakeholders and sponsors.
• Lead and influence project sponsors, stakeholders, and the core project team members in the successful completion/implementation of goals.
• work with senior directors in people
• Establish, analyze, and maintain scope, project plans, resources, report progress as required, generate risk assessments, escalate issues, facilitate project review presentations, and meetings related to the projects/programs involving multiple stakeholders.
• Talent Acquisition experience
• Track progress and ensure that the roadmap is updated regularly to reflect changes in priorities and scope.
• Serve as a liaison between Corporate and other Divisional teams; develop, foster, and manage relationships with project/program sponsor(s) to influence effective decision making across the enterprise
• Support change management at the organizational level.

Qualifications:

• Bachelor’s degree in a related field.
• 7–10 years’ progressive experience in project and program management.
• Agile, Scrum, and Waterfall project methodology expertise.
• Experience implementing TA Phenom or other HCM solutions.
• Background in HR domains such as talent acquisition, HR Ops, or compensation.
• Experience with global enterprise environments preferred.

Skills and Job-Specific Competencies:

• Proficiency in Agile tools (Jira, Trello, Azure DevOps).
• Advanced use of MS Teams, Excel, PowerPoint, SharePoint, Smartsheet, and Planview.
• Strong communication, leadership, and stakeholder management skills.
• Critical thinking, data analysis, and risk mitigation are strengths.
• Ability to navigate ambiguity and drive alignment in complex settings.

Travel Requirements: No travel will be required, unless at the client's discretion.

Physical Requirements: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be provided to qualified applicants or candidates with disabilities upon request to enable them to perform essential functions. This role may require mobility to attend in-person meetings, sitting or standing for extended periods, and the use of telephone, computer, or other electronic communication devices.

Salary Range: SolomonEdwards values your unique and individual experience and background. As such, we take a comprehensive approach when determining compensation for our roles. The compensation for this specific role is based on a wide range of factors, including but not limited to education, licensure and certifications, location, experience, and training. A reasonable estimate for the current hourly range for this role is $80 – 90.

Benefits: We are committed to providing health and financial stability by offering a comprehensive suite of benefits. Benefits include access to top-tier employers and job opportunities, health insurance, sick leave, and 401(k).

Inclusion and Diversity Statement: SolomonEdwards is an Equal Opportunity/Affirmative Action employer. We firmly believe in fostering an inclusive and diverse workplace environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, gender identity, sexual orientation, veteran status, or any other characteristic protected by applicable laws. All employees, including managers and supervisors, are responsible for upholding our EEO and diversity principles. Discrimination or harassment of any kind will not be tolerated.

We value the contribution and wisdom of the team. At SolomonEdwards, we have built a vibrant and inclusive community. Our team members are curious, committed, and diverse. In keeping with our mission to build value through people, we cultivate a culture where differences are celebrated, and all members are treated fairly and equitably. Employees, business partners, and our extended stakeholder family are empowered to share their experiences, ideas, and perspectives and to be their whole selves.

Privacy: We adhere to the California Consumer Privacy Act (CCPA). Your privacy is important to us, and we never sell your data to third parties. Personal information is only collected to match applicants with job opportunities. Copy/paste this URL to learn more about your rights: SolomonEdwards' Privacy Policy.

Our Recruiter Promise: Our talent acquisition team prioritizes integrity, professionalism, and transparency in every interaction. When you engage with SolomonEdwards, you can trust a respectful, secure experience from verified contacts. Copy/paste this URL to learn more about how we protect your candidate experience: Recruiter Promise.

Senior Talent Partner

Department: People Success | Team: People Experience

Reports To: Talent Leader

Location: Doral Office / Mid- West Market / Site Location Support

Role Summary

The Senior Talent Partner supports organizational growth by translating talent acquisition strategy into execution across assigned markets. This role partners closely with operational leaders to ensure locations are staffed efficiently with high-quality talent while maintaining a consistent, people-first candidate experience. The Senior Talent Partner leads recruiting for complex site-level roles, supports high-volume hiring initiatives, and helps strengthen talent pipelines to support operational stability, new site openings, and market expansion.

Impact of the Role

• Supports consistent staffing levels across markets to ensure operational performance and customer experience.
• Strengthens leadership pipelines for complex and operational site- level roles.
• Drives proactive recruiting strategies to reduce hiring gaps and improve hiring timelines.
• Partners with operational leaders to anticipate staffing needs aligned with business growth.

Recruiting Scope

• Supports recruiting across multiple markets and locations.
• Manages approximately 20–60 active requisitions depending on business needs.
• Leads recruitment for critical roles (i.e., Customer Experience Advisors and site-level leadership roles)
• Supports hiring new site openings, backfills, acquisitions, and market expansion.

Market Ownership

Serves as the primary recruiting partner for assigned markets by partnering with Regional Managers and Area Directors to monitor staffing needs, hiring timelines, and workforce trends. Develops recruiting strategies to support high-turnover locations, strengthen leadership pipelines, and ensures recruiting processes and candidate experience standards are consistently executed across supported markets.

Key Responsibilities

• Partner with operational leaders to assess hiring needs and workforce planning priorities.
• Lead recruiting for Site Manager, Assistant Site Manager, and other operational leadership roles.
• Build and maintain candidate pipelines through sourcing, referrals, community partnerships, and recruiting events.
• Execute targeted sourcing strategies for hard-to-fill roles and emerging markets.
• Serve as a trusted advisor to hiring managers on candidate evaluation and interview best practices.
• Support recruitment marketing and community outreach to strengthen employer brand visibility.
• Maintain accurate recruiting workflows and candidate data within the ATS.
• Monitor recruiting performance metrics and share market insights with the Talent Acquisition Leader.

Key Competencies

• Operational Recruiting Excellence
• Strategic Partnership
• Pipeline Development
• Market Awareness
• Candidate Experience
• Process Discipline
• Collaboration

Qualifications

• 3–5+ years of full-cycle recruiting experience, including high-volume hiring environments.
• Experience supporting multi-site organizations such as retail, hospitality, or service operations.
• Strong sourcing skills using LinkedIn Recruiter, job boards, referrals, and outreach campaigns.
• Experience recruiting leadership roles preferred.
• Familiarity with ATS platforms such as UKG, Workday, Paycom, Paylocity, Greenhouse, or similar systems.
• Strong stakeholder partnership and communication skills.

Success Metrics

• Hiring timelines maintained within 30–45 days for frontline roles and 45–60 days for leadership roles.
• Active pipelines maintained for high-volume and leadership roles.
• Markets supported maintain consistent staffing levels.
• Hiring managers receive proactive recruiting partnership and updates.
• Recruiting workflows and candidate data maintained accurately in the ATS.

Physical Requirements

Prolonged periods of sitting and working on a computer. Occasional standing, walking, or lifting up to 15 lbs for recruiting events or meetings.

Travel Requirements

Occasional travel (up to 20%) may be required for market visits, hiring events, or operational meetings. Must have reliable transportation and a valid driver’s license.

Are you an experienced Mechanical General Foreman with a background in utility-scale solar construction? While we're not actively hiring for this role today, we're always looking to connect with top talent for future opportunities. Join our Primoris Renewable Energy Talent Community and be the first to hear about upcoming openings!

As a Mechanical General Foreman, you'll be the on-site leader responsible for:

• Supervising Foremen and technical leads across mechanical and civil scopes
• Scheduling labor, materials, tools, and equipment
• Driving safety, quality, and productivity
• Mentoring field engineers and front-line supervisors
• Collaborating with Trade Superintendents and project teams
• Ensuring compliance with project specs, codes, and safety regulations

What we look for:

• Prior experience leading Mechanical teams on solar EPC projects
• 5+ years of construction experience with demonstrated leadership
• Strong communication and conflict resolution skills
• Valid driver's license and acceptable MVR
• Ability to read and understand prints and contract documents
• Willingness to relocate to project sites as needed

Perks and benefits:

• Competitive salary: $90,000$120,000
• 401(k) with employer match
• Health, dental, vision insurance
• Paid time off + 10 holidays
• Stock purchase plan
• Straight time pay
• Home rotation schedule
• Company vehicle

Physical requirements:

• Must comply with client safety requirements (e.g., clean-shaven, long sleeves, steel-toe boots).
• Must pass a physical exam if required.
• Able to: Climb and maintain balance on ladders, scaffolding, and stairways. Stoop, kneel, crouch, crawl, and work at heights or in confined spaces (e.g., towers, vessels, excavations). Lift and carry up to 50 lbs. (Use assistance for heavier loads). Stand or walk for extended periods on uneven surfaces (dirt, concrete, asphalt, mud, gravel). Must be able to wear a respirator and other PPE when required.

Work location: Industrial construction sites and/or fabrication shops.

Mobility barriers: Uneven ground, obstructed pathways, work at low/high elevations, confined workspaces.

Environmental conditions: Predominantly outdoor work, exposure to extreme heat or cold, humidity, rain, and other weather conditions, loud noise from tools and machinery, potential chemical exposure.

Company overview: Primoris Services Corporation is a premier specialty contractor providing critical infrastructure services to the utility, energy, and renewables markets throughout the United States and Canada. Built on a foundation of trust, we deliver a range of engineering, construction, and maintenance services that power, connect, and enhance society.

EEO statement: We are an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

Agency statement: We are not accepting resumes from Third Party Recruiting Firms for this position. If you are an Agency or Search firm representative, contact the Primoris Talent Acquisition Manager directly for consideration. Primoris or its subsidiaries will not be responsible for any fees arising from the use of resumes and online response forms through this source.

Organization Overview

Children’s Hospital Colorado is a nationally recognized, private, nonprofit pediatric healthcare system serving children and families across Colorado and the Rocky Mountain region. Founded in 1908, the organization has grown into one of the country’s leading pediatric academic medical centers in partnership with the University of Colorado School of Medicine on the Anschutz Medical Campus. With more than 8,000 team members and over 3,000 pediatric specialists, Children’s operates at significant scale while remaining deeply values and mission driven. Clinical excellence, research innovation, and compassionate service define its culture and long-term impact.

Position Summary

Children’s Hospital Colorado seeks a seasoned Director of Talent Acquisition to lead enterprise-wide non-physician talent acquisition, at scale. This is a visible, leadership role requiring an experienced healthcare talent acquisition executive who can operate immediately with credibility, strategic judgment, and operational command. The Director will lead talent acquisition as a disciplined, data-informed, and strategically aligned function—partnering closely with senior administrative and clinical leaders to ensure workforce capability today and into the future.

Key Responsibilities

• Lead enterprise-wide non-physician talent acquisition across a large, complex healthcare system.
• Partner with senior administrative and clinical leaders to align hiring strategy with organizational priorities.
• Advance strategic workforce planning and talent pipeline development to support future growth and evolving care models.
• Establish clear annual goals, operating plans, metrics, and accountability frameworks for the TA function.
• Oversee end-to-end recruiting operations, ensuring consistency, quality, and performance at scale.
• Lead TA technology and analytics initiatives, including optimization or modernization of systems (e.g., ATS).
• Leverage data and reporting to inform leadership decisions and continuously improve performance.
• Develop and lead a high-performing TA leadership team grounded in accountability and service excellence.

Required Qualifications

• 5+ years of successful director-level talent acquisition leadership within a large, complex acute care hospital or health system (5,000+ employees).
• Demonstrated passion for pediatric healthcare and service to children and families.
• Ability and commitment to work full-time onsite in Aurora, Colorado.
• Proven enterprise-level ability to partner with and influence senior administrative and clinical leaders.
• Experience leading talent acquisition as a strategic operating function, including workforce planning, pipeline development, metrics, and accountability.
• Demonstrated leadership in TA technology and analytics initiatives, including system optimization and data-driven decision-making.

What Success Looks Like

Talent acquisition is viewed as a strategic partner across the enterprise.

Workforce planning informs executive decision-making and long-range planning.

Hiring leaders experience high-quality candidate pipelines and consistent execution.

Technology and analytics enhance visibility, speed, and decision quality.

The TA team operates with clarity, accountability, and measurable performance outcomes.

Compensation & Benefits

Posted salary range (per Colorado requirements): $134,580 – $224,300.

Eligible for annual incentive compensation (target range 5%–15%) and comprehensive director-level benefits.

*Children’s Hospital Colorado has engaged Healthcare Talent Advisors as an external search partner to lead candidate outreach and screening for this role.

Role Overview

TechnoSmarts is seeking a Manager of Talent Acquisition to lead and oversee recruitment efforts for Nursing and Advanced Practice Provider (APP) roles. This is a Hybrid position in Boston, MA.

This individual will manage a highly experienced team of seven recruiters, supported by administrative and sourcing partners, and will serve as a strategic partner and second-in-command within the Talent Acquisition function.

This role is ideal for a leader who thrives in complexity, brings strong operational discipline, and is deeply curious about data, systems, and innovation. Success in this role requires both analytical rigor and exceptional emotional intelligence — the ability to read the room, adapt in real time, and partner effectively with leaders who bring diverse and sometimes challenging perspectives.

Key Responsibilities

Recruitment Leadership & Operations

• Provide day-to-day leadership and oversight for all recruitment activity supporting Nursing and APP hiring.
• Ensure operational excellence across recruiting workflows, processes, and outcomes.
• Partner closely with recruiters, sourcers, and administrative support to drive efficiency and consistency.
• Continuously evaluate and refine recruiting processes to improve speed, quality, and candidate experience.

Strategic Partnership

• Act as a trusted advisor to clinical and operational leaders, offering strategic guidance and thoughtful challenge when appropriate.
• Support leadership with workforce planning insights and recruitment strategy in a highly complex nursing environment.
• Serve as a key thought partner and operational leader within the Talent Acquisition team.

Data, Analytics & Reporting

• Lead with data — develop, analyze, and interpret recruitment and workforce analytics.
• Build and maintain dashboards and reporting that provide actionable insights to leadership.
• Regularly challenge existing metrics, asking deeper questions to uncover trends, risks, and opportunities.
• Apply financial and workforce analytics to support informed decision-making.

Innovation & Continuous Improvement

• Demonstrate a passion for learning, growth, and innovation — including exploring and integrating AI and emerging technologies into recruiting workflows.
• Leverage tools while identifying opportunities to enhance or evolve current capabilities.
• Support and adapt to ongoing enterprise initiatives, including the Workday ERP implementation (experience with Workday is a strong plus).

People Leadership & Culture

• Lead a seasoned, high-performing team with respect, curiosity, and a growth mindset.
• Foster a culture of learning, accountability, and innovation.
• Navigate complex interpersonal dynamics with tact, empathy, and professionalism.
• Pivot quickly when priorities shift, maintaining trust and credibility with stakeholders.

Qualifications

Required

• 5–6 years of people leadership experience (Talent Acquisition or closely related function).
• Demonstrated success leading teams in complex, fast-moving environments.
• Strong analytical mindset with deep experience in reporting, dashboards, and data-driven decision-making.
• High emotional intelligence with the ability to manage ambiguity, read the room, and engage effectively with diverse leadership styles.
• Exceptional communication skills — tactful, thoughtful, and adaptable.

Preferred

• Experience with Workday or ERP implementations.
• Exposure to workforce planning, financial analytics, or advanced recruiting analytics.
• Comfort working in highly technical or intellectually curious environments.
• Healthcare experience not required — candidates from outside healthcare are strongly encouraged to apply.

Work Environment

• Hybrid schedule: In office on Tuesdays; second in-office day alternates between Wednesday or Thursday.
• Collaborative, intellectually stimulating environment with teams that value technology, data, and continuous improvement.

Position Details

This is Full-Time Benefit Eligible position working 80 hours per biweekly pay period.

Shift: Monday - Friday

Location: 210 South Florida Avenue Lakeland, FL (100% Remote)

Annual Salary: Min $112,299.20 Mid $140,899.20

Position Summary

The HRIS Analyst is responsible for managing the INFOR system to ensure data accuracy, system performance, reporting, compliance, and user support. The HRIS Analyst partners with HR and IT teams to streamline HR processes, implement upgrades, and enable data-driven decision‑making.

Position Responsibilities

People At The Heart Of All That We Do

• Fosters an inclusive and engaged environment through teamwork and collaboration.
• Ensures patients and families have the best possible experiences across the continuum of care.
• Communicates appropriately with patients, families, team members, and our community in a manner that treasures all people as uniquely created.

Safety And Performance Improvement

• Behaves in a mindful manner focused on self, patient, visitor, and team safety.
• Demonstrates accountability and commitment to quality work.
• Participates actively in process improvement and adoption of standard work.

Stewardship

• Demonstrates responsible use of LRH's resources including people, finances, equipment and facilities.
• Knows and adheres to organizational and department policies and procedures.

People At The Heart Of All We Do

• Fosters an inclusive and engaged environment through teamwork and collaboration.
• Ensures patients and families have the best possible experiences across the continuum of care.
• Communicates appropriately with patients, families, team members, and our community in a manner that treasures all people as uniquely created.

Standard Work: HRIS Analyst - Talent Division

• Assess the needs of the Talent department and utilize principles of project planning to assure Talent System goals, priorities, timelines and outcomes are successfully met.
• Demonstrates an understanding of INFOR system through application design, build, and testing to ensure the HRIS system is functionally efficient and best serves the needs of the Talent Centers of Excellence.
• Drives problem solving and development by demonstrating the ability to make both business process and system recommendations based on business problems and organizational requirements.
• Analyzes and interpret HRIS metrics and performance to resolve application issues. Resolve HRIS-related issues and provide solutions.
• Ensure data integrity and confidentiality of Talent and Team Member data. Maintain applicable security roles to INFOR users.

Competencies & Skills

Essential:

• Technical Skills – Advanced Excel, ISD, database querying, data reporting tools and functional Infor system setup, Infor security roles and system integrations.
• Strong analytical thinking, attention to detail, problem solving, project management, and training abilities.
• Strong understanding of HR processes, data and data privacy, compliance and regulations.
• Excellent communication and cross-functional collaboration skills.

Qualifications & Experience

Essential: High School or Equivalent

Nonessential: Bachelor Degree

Experience Essential:

• INFOR/Lawson experience is a must.

- 10+ years of experience with INFOR in a HRIS or Administrator role

- 5+ years of HR experience with emphasis in Benefits and/or Acquisition

Certification Essential:

Minimum of 1 Infor Certification: HR Talent Associate, HCM Global HR Consultant, Talent Management Consultant-Compensation and Performance or Talent Management Consultant – Talent Planning, or Birst Analyst Associate

Certification Preferred:

Possess applicable Infor Expert Level Certifications within 2 years of employment

We are searching for a Director or VP of Talent Development & Engagement for a high-growth, multi-brand commercial services platform operating nationally across mechanical, HVAC, plumbing, and controls.

This is not a maintenance role. It is a build-and-scale mandate.

The organization is in a significant growth phase, backed by an engaged board and executive team that expects professionalization, stronger succession planning, and leadership capability that can scale with the business.

The Chief People Officer is looking for a hands-on leader who can architect, operationalize, and deliver a modern talent development strategy across a field-based, geographically dispersed workforce.

What This Leader Will Own

• Enterprise talent and succession strategy for critical roles and emerging leaders
• Skills gap assessment and development roadmap aligned to aggressive growth plans
• Frontline leader training and leadership capability building
• Apprenticeship and career pathing governance across trade and professional populations
• Performance management partnership with HRBPs, ensuring practical field adoption
• Implementation and optimization of talent systems, including succession and development planning tools
• Internal talent communications infrastructure and governance
• Design and facilitation of high-impact leadership sessions and enterprise meetings

The bulk of the mandate centers on learning and development, including designing programs, facilitating sessions, conducting needs analyses, and translating strategy into field-ready execution.

This role will likely have the opportunity to build a small team as the function matures.

Profile Sought

We are looking for a talent leader who has:

• Built and scaled learning infrastructure inside a complex, multi-site organization
• Developed frontline leader and technical training programs
• Led formal succession planning and individual development planning processes
• Worked in a matrixed or center-of-excellence environment
• Influenced founder-led or operationally driven leaders through change
• Balanced strategy with hands-on execution
• Experience supporting trade, field-based, or industrial workforces is strongly preferred.

We are seeking a highly proactive and research-driven Recruiting Coordinator / Talent Sourcer to support our executive recruiting practice. This role is critical to the success of our searches and requires strong sourcing expertise, independent initiative, and the ability to identify and engage high-caliber passive candidates. Burnett Specialists is consistently ranked the #1 Direct Hire Placement Firm in Austin by the Austin Business Journal Book of Lists, underscoring our commitment to delivering exceptional talent and measurable outcomes for clients.

Responsibilities:

• Own the sourcing process by identifying and engaging passive and active candidates through strategic outreach and creative research methods.
• Conduct targeted candidate sourcing and market research to identify, attract, and qualify top talent for current and future searches.
• Utilize Boolean search techniques across LinkedIn Recruiter, Google, and ATS systems.
• Craft compelling outreach messages to attract high-quality candidates.
• Maintain consistent follow-up with prospects and nurture long-term relationships.
• Deliver a friendly and personal candidate experience from the initial application to the offer process.
• Coordinate interviews with hiring managers and interview panels, along with follow-ups and debriefs.
• Independently manage the full pre-employment screening process, including initiating and tracking background checks, verifying education and employment history, and conducting reference checks.
• Log candidate information in our Applicant Tracking System and other internal databases.
• Manage the applicant search process by placing job advertisements, contacting recruiters, networking and using job sites.

Qualifications and Skills:

• 1-2+ years of experience in candidate sourcing, recruiting, or talent research.
• Boolean search experience and proficiency with LinkedIn Recruiter.
• Strong Outlook calendar management, Zoom, and Teams coordination experience.
• Must have excellent spelling, grammar, written and verbal communication skills.
• The ideal candidate is naturally curious, resourceful, organized, and confident reaching out to senior-level professionals.

The Benefits:

• Become a company owner through our ESOP!
• Competitive salary plus bonus
• Comprehensive health plan
• 401k Matching