Senior Talent Acquisition Partner - Construction

Join NRP's A+ Team

NRP's A+ team promotes a culture where team members 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.

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.

• 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.

• 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.

• 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 Linked In 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.

• 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.

• 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.

• 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…