Summary

Balfour Beatty is seeking a Vice President of Talent Acquisition & Workforce Planning to lead our U.S. talent acquisition team. This individual has the option of working remotely but must reside within a state in which we currently operate.

The Vice President of Talent Acquisition & Workforce Planning leads the development and execution of enterprise-wide talent acquisition and workforce planning strategies that align workforce capabilities with current and future business objectives. This role partners with executive and business leaders to build sustainable talent pipelines, anticipate workforce needs, and drive data-informed talent decisions that support organizational growth. The VP provides strategic oversight of recruiting programs, workforce planning initiatives, and talent acquisition technology while ensuring an exceptional candidate experience, operational excellence, and compliance with all applicable employment laws and regulations.

Essential Functions

Talent Acquisition Leadership - 50%

• Develop and execute talent acquisition strategies that align with current and future business objectives.
• Assess workforce needs, recruitment trends, and labor market conditions to establish scalable hiring strategies across multiple states, business units, and functions.
• Lead and oversee the full-cycle recruitment process for high-volume professional, technical, craft, and leadership positions to ensure consistent, efficient, and high-quality hiring practices.
• Establish recruitment standards, performance metrics, and governance processes to drive recruiting effectiveness and operational excellence.
• Strengthen the organization's employer brand and employee value proposition through strategic recruitment marketing, candidate engagement initiatives, and targeted communication strategies.
• Ensure a positive, consistent, and high-quality candidate experience throughout the recruitment lifecycle.
• Lead a geographically dispersed talent acquisition team by establishing performance expectations, driving accountability, and ensuring successful execution of recruiting strategies.
• Ensure recruiting and hiring practices comply with all applicable federal, state, and local employment laws and regulations.
• Monitor compliance with wage and hour requirements, establish compliant hiring procedures, and conduct periodic audits to mitigate risk and ensure adherence to company policies.
• Utilize recruiting analytics, dashboards, and market intelligence to assess talent acquisition effectiveness and drive continuous improvement.

Workforce Planning Leadership - 50%

• Establish workforce planning strategies across the U.S. that align with both short-term business priorities and long-term strategic objectives.
• Develop workforce planning roadmaps that support organizational growth, succession needs, critical skill requirements, and changing workforce demands.
• Drive a comprehensive workforce planning approach focused on leveraging internal subject matter expertise, developing internal talent pipelines, and strategically utilizing external hiring to meet business needs.
• Partner with business leaders to evaluate current and future workforce requirements and translate business strategies into actionable talent plans.
• Build strong relationships with senior leadership to align workforce priorities with organizational goals and growth strategies.
• Leverage workforce analytics, talent data, labor market intelligence, and predictive insights to inform workforce decisions and improve planning effectiveness.
• Partner closely with the Learning & Organizational Development team to enhance interviewing capabilities, selection processes, candidate experience, internal mobility, and workforce planning effectiveness.
• Collaborate with Compensation, Learning & Organizational Development, and HR leadership teams to align the organization's total employment proposition, talent strategy, and workforce planning initiatives.
• Monitor workforce planning outcomes and recommend strategies that improve talent availability, organizational capability, and long-term workforce sustainability.

Additional duties as assigned.

Education / Certifications

• Bachelor's degree in Human Resources, Business, Organizational Development or a related field.

Minimum Requirements

• 10 years of progressive talent acquisition experience, workforce planning, and recruiting operations, leading a U.S wide centralized team across three distinct US business models.
• Experience in developing and implementing US Wide and divisional strategic workforce road maps to include KPI to measure performance.
• Experience developing and executing talent acquisition strategy in both hourly/higher volume and salaried/professional roles in a multi-state/ multi-business organization
• Experience partnering with executive leadership to align workforce planning with business objectives.
• Experience overseeing applicant tracking systems (ATS) and recruitment technologies platforms.
• Experience managing third-party recruiting agencies, staffing vendors, contracts, and service-level agreements.
• Strong knowledge of federal, state, and local employment laws and recruitment compliance requirements.
• Experience OFCCP, EEOC, and AAP guidelines.
• Proficiency in Microsoft Office applications, including Excel, Word, Outlook, and PowerPoint.
• Ability to travel 25%.

Preferred Requirements

• Experience leading change management initiatives related to recruiting processes, systems implementations, or organizational growth.
• Strong interpersonal and communication skills, with expertise in consultation, customer relationship management, and team leadership.
• Exceptional organizational, multitasking, and prioritization skills with the capacity to take initiative.
• Strong leadership and coaching capability, with a focus on developing recruiters and hiring managers.
• Strong data analytics skills to identify trends, measure recruiting effectiveness, forecast workforce needs, and support strategic business decisions.
• Experience in a global or matrixed organization.
• AIRS Recruiting Certification.
• Experience with Dayforce platform.

Typical Physical Demands and Work Conditions

• Typical Physical Demands: Regularly use hands to manipulate tools, controls, phones and computer keyboard. Frequently stand, reach with hands and arms, climb, balance, and stoop. Sit and stand to do clerical work. Regularly lift and move office supplies up to 50 lbs.
• Typical Work Conditions: Work is performed in an office and/or remote setting. Employee frequently interacts directly with community management, facilities management, residents and staff members during the workday.

This job description does not list all of the responsibilities of the job. Incumbents may be asked to perform other functions. Incumbents will be evaluated in part based upon their performance of the responsibilities listed in this description.

The Company has the right to revise the job description at any time. The job description is not a contract for employment and either you or the Company may terminate employment at any time, with or without cause, with or without notice (subject to applicable laws).