The Talent Acquisition Manager will own the end-to-end recruitment lifecycle, including sourcing, attraction, and onboarding across the organization. They will also develop data-driven recruiting strategies, manage employer branding, and report key performance metrics to the executive leadership team.
Position Summary:
National Underground Group, LLC (NUG) is seeking a Talent Acquisition Manager to own and elevate the full recruiting function across the organization. This individual contributor role is responsible for designing and executing the end-to-end talent acquisition lifecycle — from outreach and attraction through acquisition and onboarding. The successful candidate will build scalable sourcing pipelines, talent communities, and employer branding programs while bringing data-driven rigor to recruiting through KPIs and dashboards reported to the Executive Leadership Team (ELT) and Board of Directors (BoD). While the role is individually staffed today, the incumbent may be asked to build and lead a team of sourcers, recruiters, and coordinators as the function scales.
About the Role:
The Talent Acquisition Manager will lead the strategic planning and execution of recruitment initiatives to attract, engage, and hire top talent across various departments within the organization. This role is pivotal in building a strong employer brand and fostering relationships with candidates, hiring managers, and external partners to ensure a seamless and positive recruitment experience. The manager will analyze workforce needs, develop innovative sourcing strategies, and oversee the full recruitment lifecycle from job requisition to onboarding. By leveraging data-driven insights and market trends, the Talent Acquisition Manager will continuously improve hiring processes to meet the evolving needs of the business. Ultimately, this position ensures the organization is staffed with highly qualified professionals who align with the company’s culture and long-term goals.
Key Deliverables:
Full-Cycle Recruiting: Manage the end-to-end recruiting lifecycle — outreach, attraction, acquisition, and onboarding for all positions within the organization.
Sourcing & Talent Communities: Build and maintain a CRM-driven talent community and digital sourcing strategy, proactively pipelining candidates ahead of demand.
Military Recruiting: Establish a military recruiting pipeline and develop a SkillBridge externship program
Platform & Systems Management: Leverage enterprise HRIS/ATS platforms (ADP strongly preferred) and external recruiting platforms (LinkedIn, Indeed, ZipRecruiter, and similar) to drive candidate flow and reporting accuracy.
Recruiting Analytics: Design and maintain KPIs and dashboards that track time-to-fill, cost-per-hire, source effectiveness, pipeline health, and other recruiting metrics.
RPO Transition: Manage the transition of outsourced recruiting (RPO) into an internal talent acquisition function within HR.
Executive & Board Reporting: Prepare and deliver regular hiring metrics, workforce planning updates, and recruiting performance summaries to the ELT and Board of Directors.
Employer Value Proposition (EVP): Own the EVP strategy — defining the company's value proposition to candidates and deploying it through digital marketing and targeted advertising campaigns to strengthen brand awareness and candidate attraction.
Stakeholder Partnership: Partner with hiring managers and operational leaders across field and corporate functions to forecast hiring needs and align sourcing strategy with business priorities.
Candidate Experience & Onboarding: Ensure a consistent, high-quality candidate experience from first outreach through offer acceptance and a smooth transition into onboarding.
Future Team Leadership: Serve as a subject-matter expert and mentor, with the opportunity to build and lead a team of sourcers, recruiters, and coordinators as the talent acquisition function grows.
Competencies:
Technical & Functional
Full-cycle recruiting expertise across technical field/operational, corporate, and executive-level searches
Proficiency with enterprise HRIS/applicant tracking systems; ADP experience strongly preferred
Hands-on experience with candidate relationship management (CRM) tools and talent community development
Advanced digital sourcing techniques (Boolean search, social sourcing, passive candidate engagement)
Working knowledge of external recruiting platforms, including LinkedIn Recruiter, Indeed, and ZipRecruiter
Ability to build recruiting KPIs, scorecards, and dashboards, and translate data into actionable insight
Demonstrated experience developing and deploying an Employer Value Proposition (EVP) through digital marketing and targeted advertising
Leadership & Interpersonal Personal Effectiveness
Executive presence; comfortable presenting hiring metrics and talent strategy to ELT and Board-level audiences
Strong consultative partnership skills with hiring managers and cross-functional leaders
Demonstrated ability to influence without direct authority
Coaching and mentoring orientation, with readiness to build and lead a recruiting team over time
Excellent verbal and written communication skills
Personal Effectiveness
High degree of organization and ability to manage multiple concurrent searches across diverse role types
Analytical, detail-oriented, and comfortable operating with a metrics-first mindset
Adaptable and resourceful in a remote, fast-paced, growth-oriented environment
Discretion and sound judgment when handling confidential candidate and business information
Minimum Qualifications:
Bachelor's degree in Business, Human Resources/Industrial Relations, Psychology, or a related field (or equivalent practical experience)
5+ years of progressive recruiting experience, including technical field/operational roles as well as corporate and executive-level recruiting
Demonstrated experience with enterprise HRIS/ATS platforms, CRM/talent community tools, and digital sourcing
Proven experience using external recruiting platforms such as LinkedIn, Indeed, and ZipRecruiter
Track record of building recruiting KPIs/dashboards and reporting on hiring metrics to senior stakeholders
Experience developing and deploying an EVP strategy through digital marketing/targeted advertising
Ability to travel up to 20% as needed
Preferred Qualifications:
Master's degree in Business, Human Resources, Psychology, or related field
SHRM-CP or SHRM-SCP certification (or equivalent, e.g., PHR/SPHR)
Previous active-duty military experience
Direct experience with ADP enterprise systems
Prior experience recruiting for underground utility, construction, infrastructure, or similar technical field operations
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