MBG is seeking an experienced talent professional to lead recruiting, learning, and culture across a growing organization. This role is designed for someone ready to take full ownership of how we attract, hire, and develop our people, including running full-cycle recruiting, building learning programs from the ground up, and leading the engagement efforts that shape our culture. The Talent Acquisition & Development Manager owns the day-to-day execution of talent across its full lifecycle, serving as the primary driver of our hiring pipeline, our learning curriculum, and our culture initiatives. This role makes sure the right people join MBG, grow once they're here, and stay connected to what makes this a place worth building a career. It operates with a high level of independence and serves as a trusted partner to hiring managers and department leaders, helping them define what they need, hire well, and develop the teams they already have. WHAT YOU WILL OWN The Talent Acquisition & Development Manager owns the execution and quality of talent efforts across recruiting, development, and engagement, and is accountable for building a strong pipeline, growing employee capability, and reinforcing a values-driven culture as the company grows. Full-Cycle Recruiting • Owns the recruiting lifecycle for assigned roles, from sourcing through offer, ensuring hiring timelines meet business needs. • Partners with hiring managers to define job requirements, interview structure, and selection criteria. • Screens candidates for skills, culture fit, and role alignment, and documents decisions in Workday Recruiting. • Drafts and extends offers, manages negotiations, and keeps candidates informed and respected at every step. Sourcing and Talent Pipeline • Sources candidates proactively through pipelines, job boards, social platforms, referrals, and events. • Represents MBG at career fairs, campus, trade-school partnerships, and industry events to build long-term pipelines. • Tracks pipeline health and time-to-fill, and proposes strategies to diversify sources and improve outcomes. Learning and Development • Designs and delivers new-hire onboarding and orientation in partnership with the Human Resources Manager. • Builds and maintains a company-wide learning curriculum spanning leadership, technical/trade, and professional skills. • Identifies skill gaps with department leaders, manages training partners and certifications, and supports career pathing and internal mobility. Culture and Engagement • Leads recognition programs, events, and internal communications that strengthen culture. • Administers engagement surveys via Workday Peakon Employee Voice and turns feedback into visible, follow-through action. • Champions MBG's employer brand internally and externally, and supports diversity and inclusion initiatives. Data, Budget, and Strategy • Maintains clean, real-time data in Workday Recruiting and delivers hiring dashboards to leadership. • Manages the recruiting budget, including paid advertising and third-party recruitment contracts. • Develops and evolves a recruitment strategy aligned with company goals and workforce planning. EXPERIENCE EXPECTATIONS This role requires demonstrated experience owning full-cycle recruiting, with a strong preference for candidates who have also built or delivered learning and development programming or led employee engagement and culture initiatives. Successful candidates will have a track record of filling roles independently, sourcing proactively, partnering with hiring managers, and using an ATS/HRIS, ideally Workday Recruiting or a comparable platform. A bachelor's degree in Human Resources, Business Administration, Organizational Development, Communications, or a related field is preferred. Equivalent professional experience demonstrating the ability to recruit well, build programs, and manage concurrent priorities may also be considered in lieu of a degree. Experience in construction or a related industry is a plus. This role requires depth gained through repeated ownership of recruiting and talent efforts, not limited exposure or task-based support. WHAT SUCCESS LOOKS LIKE Immediate Impact • Recruiting is run with clear ownership, consistency, and timelines the business can count on. • Candidates and hiring managers experience a well-organized, communicative process from first contact through offer. • Workday Recruiting data is clean and current, giving leadership a reliable read on pipeline health and time-to-fill. Long-Term Impact • Talent operates as a disciplined, scalable function rather than a personality-driven process. • A company-wide learning curriculum and clear career paths strengthen retention and succession readiness. • Engagement feedback consistently translates into action, reinforcing a values-driven culture as the company grows. Please include a project list with your resume. Learn more at mbgbuilt.com