Job Description

Recruit, hire, and develop the company's workforce through full-cycle recruiting, structured onboarding, and company-wide training programs across all divisions.

This role works closely with leadership, division managers, Project Managers, and field supervisors to attract qualified people, get them productive and safe quickly, and keep them with the company long term.

In addition to base salary, this role is eligible for a retention bonus for each hire who remains with the company at their one-year and two-year anniversaries.

Core Responsibilities

Recruiting & Talent Acquisition

Manage full-cycle recruiting for all divisions, including laborers, operators, CDL drivers, foremen, superintendents, mechanics, sales, and office staff.
Partner with leadership and division managers to forecast seasonal and long-term hiring needs.
Write and post job openings and source candidates through job boards, social media, referrals, trade schools, unions, and veterans' programs.
Screen applicants, schedule and conduct interviews using the company's role-specific interview templates, and manage offers.
Build and maintain a pipeline of qualified candidates for hard-to-fill field and CDL roles ahead of paving season.
Represent the company at job fairs, trade schools, and industry events.

Training Program Development & Management

Design, build, and manage the company's training programs, including curriculum, schedules, materials, and budgets.
Create a structured onboarding program so new hires are safe, productive, and engaged from day one.
Develop skills and certification tracks for field roles such as equipment operation, paving, excavation, and CDL, with clear progression paths.
Coordinate OSHA, safety, and compliance training with the safety team.
Build leadership development programs for foremen, superintendents, and managers.
Identify and manage outside trainers, vendors, and equipment manufacturer training programs.

Onboarding & Retention

Coordinate new-hire paperwork, orientation, and first-week schedules with HR, payroll, and division managers.
Conduct 30/60/90-day check-ins with new hires and their supervisors to catch issues early.
Conduct exit interviews and report turnover trends and recommendations to leadership.
Support mentorship programs, career pathing, and promotion from within.

Recruiting & Training Coordination

Work with managers to define role requirements, interview panels, and hiring timelines.
Coordinate training schedules around production schedules, weather, and crew availability.
Communicate open positions, hiring status, and training progress to leadership and division managers.
Help strengthen the company's employer brand through recruiting campaigns and content with the Marketing team.

Reporting & Records

Track recruiting metrics including time-to-fill, cost-per-hire, source effectiveness, and 90-day, 1-year, and 2-year retention.
Maintain accurate training, certification, and compliance records for all employees.
Keep applicant tracking, HRIS, and training systems current and organized.
Prepare regular hiring, training, and retention reports for leadership.

Key Goals & Measures of Success

Timely, Quality Hiring
Fill open positions quickly with qualified, reliable people who meet the needs of each division.
Improved Retention
Increase the number of new hires who stay with the company through their first and second year.
Structured Training Programs
Build documented, repeatable onboarding and training programs for every core role.
Safety & Compliance
Keep all required safety, OSHA, and certification training current and fully documented.
Leadership Bench Strength
Develop a pipeline of internal candidates ready to step into foreman, superintendent, and management roles.
Reliable Reporting
Give leadership clear, accurate reports on hiring, training, and retention performance.
Ownership & Growth
Take increasing ownership of the company's recruiting and training functions, find and fix problems early, and reduce how often managers have to step in on day-to-day hiring and training work.

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