Come join NRP’s A+ team! We’ve 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 Association’s 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 www.NRPGroup.com.

POSITION SUMMARY

The Senior Talent Acquisition Partner – Construction is a strategic talent advisor responsible for attracting and securing top talent for NRP's 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 NRP's talent strategy.

ESSENTIAL FUNCTIONS

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.

Full-Cycle Recruiting Ownership

• 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.

Strategic Talent Partnership

• 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.

Pipeline Development & Proactive Sourcing

• 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 NRP's competitive position in key markets.

Hiring Manager Enablement

• 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.

Data, Insights & Continuous Improvement

• 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.

Candidate Experience & Compliance

• 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.

SKILLS & ABILITIES

Education

• Bachelor's degree in Human Resources, Business, or a related field preferred. Equivalent professional experience considered.

Experience

• 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.

Skills & Competencies

• 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.

Technical Skills

• 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.

WORK ENVIRONMENT

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

COMPENSATION

This position offers a salary range of $100,000 to $125,000 annually, though compensation will be commensurate with the selected candidate's 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 discrimination due to color, 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.