Talent Acquisition Manager

About Legence
Legence (Nasdaq: LGN) is a leading provider of engineering, consulting, installation, and maintenance services for mission-critical systems in buildings. The company specializes in designing, fabricating, and installing complex HVAC, process piping, and other mechanical, electrical, and plumbing (MEP) systems—enhancing energy efficiency, reliability, and sustainability in new and existing facilities. Legence also delivers long-term performance through strategic upgrades and holistic solutions. Serving some of the world’s most technically demanding sectors, Legence counts over 60% of the Nasdaq-100 Index among its clients.

Talent Acquisition Manager

Position Summary

The Talent Acquisition Manager is responsible for leading full-cycle recruiting efforts and driving talent acquisition strategy across assigned business units. This role manages a team of 3-5 while serving as a trusted advisor to business leaders on workforce planning, market trends, hiring strategies, and talent attraction initiatives.

The ideal candidate combines strong leadership capabilities with hands-on recruiting expertise, exceptional client relationship skills, and the ability to balance strategic planning with day-to-day recruiting execution. Experience supporting engineering, construction, consulting, or MEP (Mechanical, Electrical, and Plumbing) organizations is strongly preferred.

Key Responsibilities

Talent Acquisition Leadership

• Lead, coach, and develop a team of 3-5 Talent Acquisition professionals, fostering a high-performance, service-oriented culture.
• Establish team goals, performance metrics, and development plans aligned with organizational objectives.
• Provide guidance and support on recruiting strategy, candidate assessment, stakeholder management, and complex hiring initiatives.
• Drive accountability for recruiting performance, data integrity, process compliance, and candidate experience.

Strategic Business Partnership

• Serve as a strategic talent advisor to business unit leaders, HR partners, and executive stakeholders.
• Develop talent acquisition strategies aligned with business growth plans, workforce needs, and market conditions.
• Participate in workforce planning discussions and provide recommendations on hiring priorities, organizational design, and talent availability.
• Influence hiring decisions through market intelligence, competitive analysis, and data-driven insights.
• Build strong relationships across all levels of the organization to ensure recruiting efforts align with business objectives.

Recruiting Operations & Execution

• Oversee full-cycle recruiting activities across professional, technical, and leadership roles.
• Partner with hiring managers to create effective sourcing, attraction, and selection strategies.
• Ensure consistent execution of recruiting processes, service level expectations, and compliance requirements.
• Monitor recruiting workloads, requisition activity, and resource allocation across the team.
• Identify opportunities to improve recruiting efficiency, scalability, and candidate experience.

Analytics & Reporting

• Analyze recruiting metrics, hiring trends, and workforce data to guide decision-making.
• Deliver regular reporting and executive-level updates on recruiting performance, workforce trends, and pipeline health.
• Utilize data to identify risks, opportunities, and recommendations for continuous improvement.
• Maintain high standards for ATS data accuracy, reporting integrity, and process compliance.

Talent Attraction & Market Intelligence

• Develop and implement sourcing strategies across multiple channels, including direct sourcing, employee referrals, industry networks, and external partnerships.
• Stay informed on labor market trends, talent availability, compensation movements, and competitive hiring activity.
• Support employer branding, university recruiting, internship programs, and talent community initiatives as needed.
• Evaluate emerging recruiting technologies, tools, and best practices to enhance team effectiveness.

Qualifications

Required

• Bachelor's degree in Human Resources, Business, Communications, or a related field, or equivalent professional experience.
• Minimum of 7 years of progressive talent acquisition experience, including full-cycle recruiting.
• Minimum of 2 years of direct people leadership or recruiting team management experience.
• Demonstrated success partnering with senior leaders and hiring managers in a highly consultative environment.
• Strong understanding of recruiting metrics, reporting, and talent acquisition best practices.
• Experience leading multiple concurrent hiring initiatives across diverse business functions.
• Excellent communication, presentation, relationship-building, and influencing skills.
• Strong analytical and strategic thinking capabilities.

Preferred

• Experience supporting Mechanical, Electrical, and Plumbing (MEP), engineering consulting, construction, architecture, or related technical industries.
• Experience recruiting for highly skilled engineering, project management, operations, and leadership positions.
• Background supporting geographically dispersed teams and multi-state hiring environments.
• Experience with Dayforce, Workday, Greenhouse, iCIMS, or similar ATS platforms.
• Knowledge of employment laws, compliance requirements, and talent acquisition technologies.

Key Competencies

• Strategic Workforce Planning
• Executive Presence
• Client Relationship Management
• Team Leadership & Coaching
• Talent Acquisition Strategy
• Recruiting Operations Excellence
• Data Analysis & Reporting
• Influencing & Stakeholder Management
• Process Improvement
• Change Management
• Market Intelligence
• Candidate Experience

This position is ideal for a Talent Acquisition leader who enjoys being highly visible with business leaders, influencing workforce decisions, leading a high-performing recruiting team, and balancing strategic planning with operational execution.

Location: Fully remote | Travel: 4–6 times per year
Salary: $125-$150k per year. This role is also eligible for an annual performance‑based bonus. Bonus eligibility and payout are determined by role, individual performance, and company performance, and are not guaranteed.

#LI-HM1 #LI-Remote 

Benefits Overview
401(k) Plan with Company Match: Currently match contributions dollar-for-dollar up to 4% of eligible pay; immediate vesting. 
Health & Welfare Benefits: Employer provided medical, dental, vision, prescription drug, Employee Assistance Program and accident & illness coverage. 
Life and Disability Insurance: Employer provided basic life insurance and AD&D valued at 50K coverage amount with the option for voluntary buy up for additional coverage.
Time Off: Flexible non-accrual vacation; company holidays per policy. (For California employees, this is separate from California paid sick leave, if applicable.)
Expenses: Business travel and related expenses reimbursed per company policy.

Reasonable Accommodations
If you need assistance or accommodations during the application or interview process, please contact us at ta@wearelegence.com or your dedicated recruiter with the job title and requisition number.

Employment Eligibility
Candidates must have current work authorization in the U.S.; visa sponsorship is not available for this position.

Third-Party Recruiting Disclaimer
Legence and its affiliates do not accept unsolicited resumes from agencies; any such submissions without a prior signed agreement authorized by Legence Holdings LLC's CHRO or Director of Talent Acquisition will not incur fees and are considered property of Legence.

Pay Disclosure & Considerations
Where pay ranges are indicated, please note that a successful candidate’s exact pay will be determined based relevant job-related factors, including any of the following: candidate’s experience, skills, and qualifications, as well as geographic and market considerations.  We are committed to ensuring fair and competitive compensation for all employees and comply with all applicable salary transparency laws. 

Equal Employment Opportunity Employer
Legence and its affiliate companies are proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), marital or familial status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, other non-merit-based factors, and any other characteristic protected under applicable local, state or federal laws and regulations.
EEO is the Law