Talent Acquisition Business Partner

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Full Time Professional Aurora, IL, US

At HR Green, we believe infrastructure isn't just about projects. It's about people
.For more than 110 years, we've partnered with communities to deliver civil engineering and infrastructure solutions that improve everyday life. From clean water systems and transportation networks to thoughtfully planned communities and land development projects, our work helps communities grow and thrive.

Ranked among ENR’s Top 500 Design Firms and recognized as a Best Place to Work, HR Green continues to grow, and finding exceptional engineering talent is an important part of that growth.

We're looking for a Talent Acquisition Business Partner who understands that great recruiting is built on relationships, not job postings.

As a Talent Acquisition Business Partner, you'll partner directly with hiring managers and business leaders to recruit talent across HR Green’s multidisciplinary engineering practices, including Water and Wastewater, Water Resources, Transportation, Land Development, Construction, Municipal Services, and other technical disciplines.

This is a full cycle recruiting role, but sourcing and relationship building are at the heart of it.

Many of the engineers we want to hire aren't actively applying for jobs. You'll proactively identify talent, build relationships, develop pipelines, and stay connected with candidates so that when the right opportunity emerges, HR Green is already a company they know.

You'll also serve as a consultative partner to hiring managers by bringing market insight, challenging assumptions when needed, recommending recruiting strategies, and keeping searches moving forward.

If you enjoy partnering with the business, building strong talent networks, and developing relationships with candidates long before there's an open role, you'll thrive here.

• Build relationships with engineering talent. Develop authentic connections with civil engineers and other technical professionals, including passive candidates who may not be ready to make a move today.
• Create and maintain talent pipelines. Proactively identify talent for recurring and difficult to fill engineering needs through sourcing, networking, referrals, market mapping, and ongoing candidate engagement.
• Partner closely with hiring managers. Lead intake conversations, understand what makes someone successful on the team, and develop recruiting strategies based on business needs and market realities.
• Own full cycle recruiting. Manage searches from intake through sourcing, screening, interviews, offer, and acceptance while maintaining momentum and a strong candidate experience.
• Bring market intelligence to the conversation. Help leaders understand talent availability, compensation expectations, competitive activity, candidate motivations, and other factors influencing a search.
• Source beyond the applicant pool. Use Linked In Recruiter, sourcing platforms, professional networks, referrals, industry connections, and creative outreach to identify talent rather than relying primarily on applicants.
• Keep hiring teams informed. Provide proactive updates on search activity, pipeline health, candidate feedback, market challenges, and recommended next steps.
• Adapt the strategy when something isn't working. Recognize when a search needs a different sourcing approach, candidate profile, interview strategy, or level of stakeholder engagement and recommend a path forward.
• Deliver an exceptional candidate experience. Build trust with candidates through timely communication,…