This Opportunity

Our US Talent Acquisition Team is seeking a Manager, Talent Acquisition to be based in our Las Vegas, NV office . Locations surrounding the Las Vegas office will also be open to consideration. This is a hybrid position. This talent advisor performs full lifecycle recruiting for a broad range of management, professional, and technical positions. The key factor in this opportunity is to have ability to partner with multiple levels of WSP’s team, such as Business Leaders, HR managers, and HR Coordinators to implement and drive recruitment strategies to meet current and future business needs of WSP. The role will involve partnering up with our regional and national leaders to continue to grow and develop our West Region practice.

Provides high level talent acquisition advisory assistance and guidance for aligning HR and business objectives with employees and management in designated business units, regions, and/or functional areas. Responsibilities include formulating partnerships within the assigned area(s) of responsibility, with HR Business Partners, and with the HR centers of excellence to deliver value-added HR recruitment and talent sourcing service that support the desired business outcome and meet future-ready challenges. Ensures that responsibilities are delivered and adhered to with a level of quality that meets or exceeds acceptable standards for responsiveness, implementation, and engagement.

Your Impact

Deliver HR talent acquisition processes and programs, partner with district/functional area leadership, provide professional HR talent acquisition advice and guidance to managers and employees, and ensure compliance with internal and external regulatory requirements.
Work collaboratively with assigned hiring managers and department/functional area leadership on high volume and/or specialized recruitment needs across various business sectors and disciplines, understanding the business and hiring requirements, preparing and drafting advertisements and job postings for requisitions, reviewing and dispositioning candidates accurately using the Applicant Tracking System (ATS), coordinating interview schedules, and ensuring requisitions are compliantly managed.
Participate in creating an ongoing and proactive candidate pipeline through various methods including direct applicants, sourcing of passive candidates, referrals, and strategically partnering with hiring managers to build talent pools.
Provide the appropriate level of tactical and strategic HR talent acquisition consultation and advisement that empowers leadership to adeptly interview and select the right candidate, effectively identify selection criteria, engage in behavioral-based questioning and interviewing, avoid unconscious bias, and to capably represent the WSP employer brand to all prospective applicants and candidates.
Conduct weekly or bi-weekly meetings with designated business leaders to provide any insight on upcoming or pending HR candidate sourcing initiatives, providing talent acquisition consultation when necessary.
Use discretion, professional knowledge, judgment, and advisement in recruitment matters of significance to the firm, such as drafting job postings, hiring requisitions, process administration, job status changes, salary data, and EEO compliance regarding I&D and strategic hiring decisions.
Actively participate in business or functional unit workforce planning initiatives of a moderate level of complexity and scope; analyzing, evaluating, and interpreting data obtained during managerial conversations, and offering input with developing internal/external talent acquisition action plans for resolution.
As appropriate, identify talent acquisition training needs for business units and hiring managers, participating in the evaluation and monitoring of training/coaching to ensure developmental objectives are met.
Maintain in-depth knowledge of legal requirements related to day-to-day posting, interviewing, and selection of candidates, reducing legal risks, and ensuring policy and regulatory compliance; partnering with the legal department as needed/required.
Develop strategic and tactical end user communication and hiring strategies that fosters the effective adoption of HR talent acquisition deliverables; frequently dealing with disorganized and challenging hiring managers who want recruitment to be a priority but are often so busy in the business that they can’t make it a priority.
As appropriate, provide guidance and input on team restructures, workforce planning, and succession planning initiatives encompassing talent acquisition team involvement.
Function as an HR talent acquisition process expert and a people champion, but also as a trusted advisor, change agent, and a strategic partner for the business.
Develop an effective level of business literacy about the business area(s) primary service/work product, financial position, its midrange plans, its strategy, culture, and competition.
Provide guidance and input as required to HR centers of excellence (e.g., HR Business Partners, HR-HUB, Talent Development, Total Rewards, HRIS) on the delivery of candidate sourcing and recruitment processes, programs, and initiatives.
Remain current in the latest passive and active candidate HR talent acquisition techniques, practices, talent pipeline development, employment laws and legal requirements.
Exercise responsible and ethical decision-making regarding company funds, resources and conduct, and adhere to WSP’s Code of Conduct and related policies and procedures.
Perform additional responsibilities as required by business needs.

Who You Are

Required Qualifications

Bachelor’s Degree in Human Resources Management, Business Administration, or a related major (or equivalent experience).
7 to 10 years of relevant post education experience in enterprise-level HR talent sourcing, recruitment, talent acquisition discipline.
SHRM or HRCI Certification with demonstrated understanding of the HR Competencies and Body of Knowledge.
Proficient analytical and organizational skills, with business acumen to bridge business and human resources.
Working knowledge of multiple human resources disciplines, including talent pool pipeline development, attraction strategies for passive candidates, job posting and social media engagement, selection interviewing, diversity/equity/inclusion, and respective federal and state employment law.
Well-developed ability to make technical assessments and calculations involving the application of HR talent acquisition principles, understanding plans and specifications, and making factual comparisons to the appropriate standards or regulations.
Highly effective interpersonal and communication skills when interacting with others, expressing ideas effectively and professionally to an HR and non-HR audience.
Demonstrated high-level of self-leadership with attention to detail, multi-tasking, and adjusting readily to ambiguity and the changing prioritization of responsibilities in a dynamic work environment.
Works independently with minimal oversight and provides guidance to junior-level talent acquisition team with strict adherence to WSP HR policy, process, and practices.
Highly proficient with technical writing, office automation, Applicant Tracking Systems (ATS, Taleo), MS Office suite products (e.g., Word, Excel, PowerPoint, SharePoint), technology, spreadsheets, and HR tools.
Well-developed critical thinking and problem-solving skills required to apply technical HR knowledge to reach conclusions from data collation, verbal and written feedback, statistical analysis, and arriving at the most effective, economical, and logical solution.
Proven track record of upholding workplace safety and ability to abide by WSP’s health, safety and drug/alcohol and harassment policies.
Ability to work schedules conducive to job-specific requirements that may extend beyond the typical work week.
Occasional travel may be required depending on job-specific requirements.

Preferred Qualifications or “Great to Haves”:

Master’s Degree is preferred.

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