Position Summary The Recruiting and Talent Acquisition Manager is responsible for developing and executing comprehensive recruiting strategies to attract, hire, and retain top talent across field, technical, and corporate roles. This position plays a critical role in supporting workforce demands for complex electrical construction and maintenance projects within the oil and gas sector, including upstream, midstream, and downstream operations. This leader will oversee full-cycle recruiting, workforce planning, employer branding, and talent pipeline development while ensuring alignment with operational goals, safety standards, and project timelines. Key Responsibilities Talent Acquisition Strategy - Develop and implement recruiting strategies to meet high-volume and specialized hiring needs across craft, supervisory, technical, and leadership roles.
- Partner with executive and operational leadership to forecast workforce needs based on project pipelines and business growth.
- Build proactive talent pipelines for critical roles, including electricians, instrumentation technicians, project managers, and safety professionals.
- Foster collaboration with HR, operations, and project management teams.
- Lead end-to-end recruitment processes including sourcing, screening, interviewing, offer negotiation, and onboarding coordination.
- Ensure a consistent, efficient, and high-quality candidate experience.
- Implement structured interview and selection processes to improve hiring outcomes.
- Strengthen the company's employer brand within the oil and gas and skilled trades markets.
- Leverage social media, job boards, industry events, and community partnerships to attract talent.
Field & Craft Workforce Recruiting - Oversee high-volume hiring for field personnel across multiple project sites, including remote and turnaround environments.
- Develop relationships with trade schools, unions (if applicable), workforce boards, and industry networks.
- Manage rapid deployment hiring needs for outages, shutdowns, and project ramp-ups.
Employee Retention - Interface with existing workforce to determine ways to improve morale, work place conditions and other items that will promote job satisfaction and ultimately retention.
- Develop training and development plans to help provide employees a path to promotion and longevity with the company.
Data, Metrics & Process Improvement - Track and analyze recruiting metrics such as time-to-fill, cost-per-hire, and quality-of-hire.
- Use data to continuously improve recruiting strategies and processes.
- Implement and optimize applicant tracking systems (ATS) and recruiting technologies.
Compliance & Workforce Standards - Ensure compliance with all federal, state, and local employment laws and regulations.
- Support compliance with industry-specific requirements, including safety certifications, background checks, and drug testing.
- Maintain proper documentation and hiring practices for regulated job sites.
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