Recruiting Manager, Engineering & Construction with Security Clearance Job at Un

Overview

M.C. Dean is a leading integrator of complex electrical systems for mission-critical, secure, and infrastructure-intensive projects—often in sectors such as government, healthcare, data centers, transportation, and defense. The Recruiting Manager plays a pivotal role in identifying and acquiring talent that can operate in this highly technical, deadline-driven, and compliance-intensive environment. M.C. Dean is seeking an experienced Recruiting Manager, Engineering & Construction to lead technical recruitment efforts for high-impact engineering and electrical construction projects across mission-critical, secure, and infrastructure-intensive environments. This individual will oversee the primary recruiting for Senior Engineering Leaders, and Senior Project Leaders. Additionally, this individual will lead full-cycle recruitment, manage a team of recruiters, and partner directly with operational leaders to meet aggressive project staffing demands—especially for engineering, project management, and physical design professionals. This role is ideal for a proactive leader who thrives in fast-paced, high-stakes environments and understands the complexities of electrical construction, systems integration, in the critical infrastructure commercial sector, and government contracting.

Background of the Individual: The Recruiting Manager\'s role is not just to fill positions—but to build high-performing project teams capable of executing complex, schedule-driven, and security-sensitive electrical infrastructure. A deep understanding of the roles of engineers and physical designers, their required technical proficiencies, and the dynamic project environment is essential for successful recruitment and workforce planning. To succeed in this role, the Recruiting Manager must go beyond generic recruitment and become a strategic partner to project delivery teams. They need to understand the demands of field operations, design standards, client expectations, and workforce logistics—and adapt recruitment approaches to attract and retain top-tier talent who thrive in the fast-paced, technically complex world of engineering & electrical construction.

Nature of Electrical Construction Projects

Electrical construction at M.C. Dean typically involves large-scale infrastructure development, such as data centers, military bases, and utility-scale facilities. Key elements include:

• High-voltage systems, power distribution, grounding, lighting, and building automation.
• Deployment of design-build and design-assist services that include prefabrication and modular construction from off-site manufacturing facilities.
• Coordination with Building Information Modeling (BIM), CAD, and digital twins for precise execution.

Key Roles the Recruiting Manager Needs to Staff

• A. Project Leaders These individuals manage field execution, budget, scope, and customer interfacing
• Project Managers (PMs): Oversee the end-to-end delivery of electrical scopes
• Superintendents: Lead day-to-day site operations, enforce safety and quality control
• Assistant PMs and Field Engineers: Support project execution, submittals, change orders, and coordination

• B. Electrical Engineers Technical experts responsible for system design, commissioning, and compliance
• Power Systems Engineers: Design and analyze electrical power systems for reliability and efficiency
• Controls Engineers: Focus on automation, PLCs, SCADA, and integration of building systems
• Design Engineers: Use software like AutoCAD, Revit, and ETAP to produce construction documents
• Commissioning Engineers: Validate and test electrical systems for operational readiness

Responsibilities

• Strategic Talent Acquisition: Develop and execute targeted recruiting strategies for engineering leaders, project leaders, and electrical engineers, power systems specialists, commissioning engineers, BIM modelers, and superintendents.
• Direct Recruiting Experience: Has direct self-recruited experience for engineering leaders, project leaders, electrical engineers, power systems specialists, commissioning engineers, BIM modelers, and superintendents.
• Partner with Engineering, Construction, and Project Delivery leaders to understand staffing needs across ongoing and upcoming projects.
• Anticipate hiring surges tied to project ramp-ups and align talent pipelines accordingly.
• Stakeholder Collaboration: Serve as a strategic advisor to executive and senior leadership, hiring managers on labor market trends, role scoping, and job description development.
• Partnership with Senior Leaders: Relationship development with SVP, VPs, and Directors; collaborate with all hiring managers to ensure onboarding readiness (assets, clearance applications).
• Participate in resource planning meetings and weekly staffing huddles for major programs (e.g., commercial, federal, data center, hospitals, airports).
• Maintain cross-functional relationships with SBU SVP, Engineering Leaders, Project Leaders, Field HR, Project Controls, and Operations.
• Team Leadership: Manage and mentor a team of recruiters and sourcing specialists; monitor workload, performance metrics, and candidate experience KPIs; provide regular training on recruiting best practices and compliance in federal contracting environments.
• Full-Cycle Recruitment Execution: Oversee postings, resume screening, technical assessments, interview coordination, and offer negotiations; ensure pipelines align with role requirements (software proficiency, licenses, clearance eligibility); leverage ATS to track requisitions, candidate stages, and time-to-fill benchmarks.
• Talent Pipeline Development: Drive initiatives focused on hiring cleared professionals and supporting diverse trades and engineering communities.
• Vendor Management: Manage external recruitment firms and advise on best use and cost effectiveness; establish sourcing channels through niche engineering and project management circles; represent M.C. Dean at career fairs and events.
• Compliance and Reporting: Ensure adherence to OFCCP, EEO, and internal policies; generate recruiting dashboards and reports; oversee audit readiness for government and federal contract recruiting.

Qualifications

• Education: Bachelor\'s degree in Human Resources, Business Administration, Engineering, or related field.
• Experience: 7+ years in recruiting or talent acquisition, with at least 3 years managing technical hiring for engineering or construction; federal contracting/defense or large-scale construction preferred.
• Technical & Functional Skills: Deep expertise recruiting for Senior Engineering Leaders, Senior Project Leaders; familiarity with Electrical Engineers, Power Systems Engineers, Physical Designers, BIM Coordinators, and Electrical Superintendents; strong command of ATS, LinkedIn Recruiter, and analytics; knowledge of electrical construction and manufacturing talent markets.
• Soft Skills: Strong leadership, consultative hiring, workforce planning, ability to navigate ambiguity in a matrixed organization.
• Preferred Certifications: AIRS or SHRM Talent Acquisition specialty; PHR/SPHR or SHRM-CP/SCP; clearance eligibility or current Secret clearance.

Seniorities and Employment

• Seniority level: Mid-Senior level
• Employment type: Full-time
• Job function: Human Resources
• Industries: Industrial Machinery Manufacturing

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