Talent Acquisition Program Coordinator

The Talent Acquisition Program Coordinator is responsible for building and managing the long-term talent pipeline infrastructure for Hoffman Family of Companies. This role owns the programs, partnerships, and analytics that fuel future hiring — including university/college and trade school relationships, internship programs, pipeline analytics, and ROI reporting. This is a forward-facing, relationship-driven role that strengthens Hoffman & Hoffman's employer brand and talent supply chain across all four companies.

TRADE & TECHNICAL SCHOOL PIPELINE DEVELOPMENT

• Build and own Hoffman & Hoffman's relationship strategy with trade and technical schools across all relevant markets and disciplines — HVAC/R, plumbing, electrical, mechanical systems, and related skilled trades
• Develop and execute targeted recruiting programs at technical schools to create a consistent pipeline of skilled trade candidates for HMS and HBT
• Coordinate with the HMS T&D Manager on apprenticeship pipeline development — identifying candidates from technical school partnerships for Hoffman & Hoffman HMS Apprenticeship Program
• Establish Hoffman & Hoffman as an employer of choice at trade and technical schools through regular campus presence, sponsorships, and classroom engagement
• Negotiate and manage partnership agreements with technical schools and community colleges including internship pipelines, job fairs, and co-op programs
• Attend and coordinate trade school career events, skills competitions, and industry showcases

UNIVERSITY & TRADE SCHOOL RELATIONSHIP MANAGEMENT

• Own and manage Hoffman & Hoffman's relationships with university career centers, department heads, and faculty across all partner institutions
• Develop and maintain a formal university partnership framework — including service level agreements, recruiting calendars, campus ambassador programs, and relationship engagement plans
• Coordinate on-campus recruiting activities including career fairs, information sessions, campus interviews, and company presentations across all four companies
• Build faculty and advisor relationships to position Hoffman & Hoffman as a preferred employer for top graduates in engineering, business, HVAC/R, and related disciplines
• Collaborate with the HHY T&D Manager on university partnerships supporting the HHY internship program and future talent pipeline
• Maintain a current database of all university and trade school partnerships, contacts, and recruiting activity history

END-TO-END INTERNSHIP PROGRAM MANAGEMENT

• Own and manage the Hoffman & Hoffman internship program enterprise-wide — from program design through offer conversion — across all four companies
• Collaborate with each company lead on internship program logistics, curriculum, and participant experience
• Design and maintain intern onboarding, project frameworks, mentorship pairings, mid-term evaluations, and end-of-program presentations
• Develop a structured intern-to-hire conversion process and track conversion rates as a key pipeline metric
• Coordinate intern accommodations, travel, and logistics for out-of-area participants
• Build the internship program into a recognized entry point for early-career talent across all Hoffman & Hoffman companies
• Report internship program ROI — including conversion rates, retention of converted hires, and cost per intern — to TA Manager and HR Director annually

PIPELINE ANALYTICS & ROI REPORTING

• Own and manage enterprise-wide TA pipeline analytics — tracking source quality, time-to-fill, cost-per-hire, offer acceptance rates, and pipeline conversion across all four companies
• Build and maintain recruiting dashboards and reporting frameworks that provide actionable insights to the TA Manager and HR Director
• Measure and report on the ROI of all pipeline development activities — university partnerships, trade school programs, internships, and career fairs — to demonstrate business value and inform investment decisions
• Analyze workforce trends, turnover data, and hiring forecasts to identify future talent gaps and recommend proactive pipeline strategies
• Track and report on diversity pipeline metrics and sourcing channel effectiveness
• Develop quarterly and annual TA performance reports for leadership presentations

QUALIFICATIONS

• Bachelor's degree in Human Resources, Business, Communications, or related field required
• 3–5 years of experience in talent acquisition, campus recruiting, employer branding, or workforce development
• Demonstrated experience building university or trade school partnerships and managing campus recruiting programs
• Experience with internship program design and management preferred
• Strong data analysis skills — ability to build reports, interpret recruiting metrics, and present ROI findings to leadership
• Proficiency with ATS platforms, Excel/data tools, and recruiting technology
• Excellent relationship-building, communication, and presentation skills
• Comfortable representing the company at external events, career fairs, and campus visits
• Experience in skilled trades, construction, mechanical, or engineering industry recruiting a plus

EOE/Vets/Disabled