The Alumni Talent Pool is open exclusively to former Mercy Corps team members who were employed within the past 4 years and completed at least 1 year of service. You do not need to submit a cover letter, a CV/Resume is sufficient. Application Deadline: 1 May 2026. About Mercy Corps Mercy Corps is a leading global organization powered by the belief that a better world is possible. In disaster, in hardship, we partner to put bold solutions into action — helping people triumph over adversity and build stronger communities from within. Now, and for the future. The Program Mercy Corps has created an Alumni Talent Pool to support emergency response, transitions and complex program start-up, by fast-tracking Mercy Corps alumni into temporary MEL roles. The initiative focuses on matching qualified team members with urgent country-based needs, for short-term placements (3 months on average). This is an opportunity for senior program leaders that offers more professional and personal flexibility and access to diverse experiences. The Role Mercy Corps alumni who were employed within the last four years qualified to fill Senior MEL Roles will be eligible to join the Alumni Talent Pool. Once selected into the Pool, members will have access to short-term opportunities in countries where Mercy Corps operates. Responsibilities and supervisory structures will vary depending on the type of assignment. When on assignment, members will be eligible for competitive salary and benefits. The eligible salary ranges and a description of all benefits associated with these short-term positions will depend on the type of employment they are hired under and may vary if this is an expat position, consultancy or if the work is done remotely. Program MEL Lead, MEL Director - Develop a comprehensive MEL team structure, align PDs to the team’s requirements, manage recruitment, and ensure MEL resourcing. - Develop, maintain, improve and implement Activity Monitoring, Evaluation and Learning Plans; design, organize and implement MEL-related surveys and studies. - Working closely with senior management and other leads, develop and drive a learning culture promoting use of data for effective program adaptation, building skills and capacities among staff and partners as needed. - Establishing systems for capturing and presenting evidence of program impact to a wide range of stakeholders, including donors, government, peer agencies, and communities. - Work with senior management to address gaps in the M&E system that affect program implementation; oversee implementation of the MEL Policy standards. - Ensure that programs are set up and meet the MEL policy standards required for all Mercy Corps programs ,as well as the requirements outlined by donors. Facilitate availability of quality data for reporting to donors and internally. - MEL Tech Focus: Develop and implement MEL Technology plans for data collection, storage, analysis and visualization; establish effective data reporting, interpretation, and decision-making workflows. Ensure program MEL Tech systems meet standards for responsible data and protection of PII. - When acting in a MEL Director role, supervise MEL staff, ensure the roles and responsibilities are appropriately aligned, and MEL deliverables are appropriately budgeted for. Safeguarding Responsibilities - Works to ensure Mercy Corps’ Safeguarding Standards are integrated and upheld in all areas of HR work. - Actively learns about safeguarding and integrates it into their work, including safeguarding risks and mitigations related to their area of work. - Practices the values of Mercy Corps including respecting the dignity and well-being of participants and fellow team members. - Encourages openness and communication in their team; encourages team members to submit reports if they have any concerns using reporting mechanisms e.g., Integrity Hotline and other options. The Process Shortlisted candidates will be invited to an interview process and to provide professional references; through which we will assess each candidate’s competency in four priority areas - inclusive people management, results-oriented program management, problem solving, and communication. Those meeting the minimum qualifications and demonstrating competency in the priority areas will be invited to join the Pool. Once selected into the Alumni Talent Pool, members will provide information about their professional experience, qualifications, availability, and preferences. Pool members will then be matched to specific temporary employment opportunities (on average 3 months) as hiring managers request support from the Talent Pool. Pool members will manage their own time and availability and will have the option to accept or decline any particular assignment. Accountability to Participants and Stakeholders Mercy Corps team members are expected to support all efforts toward accountability, specifically to our program participants, community partners, other stakeholders, and to international standards guiding international relief and development work. We are committed to actively engaging communities as equal partners in the design, monitoring and evaluation of our field projects. Successful Talent Pool members are self-starters who are ready to dive into an assignment on short notice. They have a positive attitude, are adaptable to changing circumstances, and are focused on problem solving. They have good self-awareness and understand their personal strengths and development needs, which they continuously work on between assignments. Talent Pool members understand it is a privilege to work in this sector and bring this enthusiasm to all their Mercy Corps assignments. Minimum Qualification & Transferable Skills - BA/S or equivalent in a relevant field required. - At least 5 years of field experience in international relief and development programs. - Prior experience with Mercy Corps within the last four years, as an employee and/or consultant (Should have worked with Mercy Corps for at least one year.) - Experience leading teams, managing performance of supervisees, and coaching/ mentoring staff. - Professional level proficiency in at least one of Mercy Corps’ working languages (English, French, Spanish, Arabic); proficiency in multiple languages is strongly preferred. - Demonstrated experience with building and managing M&E teams as well as M&E systems and tools, including surveys and evaluations. Demonstrated ability to aalyze data, manage data quality, and visualize/report results for varied audiences. Living Conditions / Environmental Conditions Living conditions will depend on the location of assignment but may include travel to insecure locations where freedom of movement is limited and areas where amenities are limited. Housing will depend on the assigned post and will be specified in the position description. Ongoing Learning In support of our belief that learning organizations are more effective, efficient and relevant to the communities we serve, we empower all team members to dedicate 5% of their time to learning activities that further their personal and/or professional growth and development Team Engagement and Effectiveness Achieving our mission starts with how we build our team and collaborate. By bringing together individuals with a variety of experiences, backgrounds, and perspectives, we strengthen our ability to solve complex challenges and drive innovation. We foster a culture of trust and respect, where every team member is valued for their contributions, empowered to reach their full potential, and motivated to do their best work. We recognize that building a strong and effective team is an ongoing process, and we remain committed to learning, improving, and growing together. Equal Employment Opportunity Mercy Corps is an equal opportunity employer committed to providing equal employment opportunities to all employees and qualified applicants for employment without regard to race, color, sex, sexual orientation, religion or belief, national origin, age, disability, marital status, veteran status, or any other characteristics protected under applicable law. Safeguarding & Ethics Mercy Corps is committed to ensuring that all individuals we come into contact with through our work, whether team members, community members, program participants or others, are treated with respect and dignity. We are committed to the core principles regarding prevention of sexual exploitation and abuse laid out by the UN Secretary General and IASC and have signed on to the Interagency Misconduct Disclosure Scheme. We will not tolerate child abuse, sexual exploitation, abuse, or harassment by or of our team members. As part of our commitment to a safe and inclusive work environment, team members are expected to conduct themselves in a professional manner, respect local laws and customs, and to adhere to Mercy Corps Code of Conduct Policies and values at all times. Team members are required to complete mandatory Code of Conduct elearning courses upon hire and on an annual basis. As an applicant, if you witness or experience any form of sexual misconduct during the recruitment process, please report this to Mercy Corps Integrity Hotline (integrityhotline@mercycorps.org).

window.dataLayer = window.dataLayer || []; dataLayer.push({ 'event': 'final_job_application_submit', 'page_path': 'xxxx', 'click_url': 'xxxx', }); Division: Global Development Team Project Location(s): Atlanta, GA 30301 USA Minimum Years Experience: Travel Involved: Job Type: RegularJob Classification: ExperiencedEducation:Job Family:Human ResourcesCompensation:Salaried Exempt *** The individual hired for this role can be based anywhere in the United States, but is preferred to be located near a Turner Construction office. Previous Pharma/Biotech, Data Center, Semiconductor, Industrial, or Advanced Manufacturing construction recruiting experience is strongly preferred. *** Position Description: Manage talent acquisition lifecycle for business unit requisitions for experienced hires within region(s). Essential Duties & Key Responsibilities: - Promote company culture, values, and contribute new approaches, policies, and procedures to support continuous improvement in overall services of Talent Acquisition (TA) team. Champion and support Diversity and Inclusion (D&I) activities across company. - Effectively collaborate with regional business unit (BU) hiring managers to define talent needs and job requirements to fill requisitions in a timely manner. - Manage talent acquisition lifecycle, posting requisitions on applicant tracking system (ATS) and social media platforms, identify and screen qualified applicants identifying “best fit”, share candidate short list with hiring managers, schedule interviews, create offer letters, manage background screen process, and initiate onboarding. - Proactively build and maintain pipeline of qualified talent and leverage multiple acquisition resources and sourcing techniques. - Research, identify, and engage talent for open requisitions utilizing multiple social media platforms and resume databases. - Administer D&I programs to successfully attract and identify diverse applicant talent pools. - Build relationships and strong partnerships with and provide high level of customer service to Human Resources (HR) and BU Operations teams, hiring managers, and other key stakeholders. - Partner with regional HR/Operations teams and other BUs to expedite internal candidates’ mobility and transfers. - Support internal mobility process and manage Experienced Tracking System (ETS) content to facilitate mobility opportunities for staff company wide. Partner with regional HR/Operations teams and other business units to identify and expedite internal candidates and transfers. - Utilize ETS to data mine and identify potential internal candidates based on capability, mobility, and availability. - Contribute new ideas to support continuous improvement in overall effectiveness of HR TA team. Apply basic lean concepts and practices to work efficiently, enhance programs, coordinate and reduce waste, (e.g., Personal Kanban, A3 problem solving, and Story Boarding). - Identify new strategies and programs to attract applicants and develop creative solutions for specific acquisition challenges; work in conjunction with local/regional BU leaders, hiring managers, HR teams, and marketing to promote Turner as “Employer of Choice” in talent acquisition process. - Participate in company-wide HR initiatives. - Other activities, duties, and responsibilities as assigned. #LI-PB1 Qualifications: - Bachelor’s Degree from accredited degree program in Business Administration, Human Resources, or related field, with 3 years of progressive Talent Acquisition experience, or equivalent combination of education and experience - Construction or construction-related industries or experience with mid-size (10,000+ employees) organization, preferred - Professional in Human Resources® (HRCI PHR®) or Society of Human Resources Management Certified Professional (SHRM CP®) certification, preferred - Good understanding of business and construction operations - Knowledge of Human Resources Talent Acquisition policies, operations, and processes - Experience with LinkedIn Recruiter and other related social media platforms, preferred - High energy self-starter with advanced Talent Acquisition skills and ability to prioritize competing demands - Professional verbal and written business communication skills - Excellent interpersonal, presentation, active listening skills, and follow-up practices - Effectively interact and communicate with all employee levels, management, and applicants/candidates - High degree of integrity, maintain confidential information, and exercise discretion - Work independently with little or no supervision, collaborate with others - Implement new talent acquisition programs and processes with attention to detail and deadlines - Possess solid problem solving and analytical capabilities Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit, use hands to finger, handle, or feel objects, tools, or controls; and reach with hands, talk, and hear. The employee frequently views a computer monitor and frequently uses a computer keyboard. Specific vision abilities required by this job include close vision, peripheral vision, depth perception, and the ability to adjust focus. The employee is regularly required to be mobile and the employee regularly travels both short and long distances via a variety of conveyances. The employee occasionally performs work on-site at construction work sites, office locations, and/or off-site venues. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee regularly works in an office or remote setting. The noise in the work environment is usually quiet to moderate in an office setting. While performing the duties of this job, the employee may occasionally work at construction work sites where the employee is exposed to moving mechanical parts, high precarious places, fumes or airborne particles, outside weather conditions, and risk of electrical shock. The noise in the work environment is usually moderate to loud. The employee is required to work in compliance with company safety policies, procedures, and applicable laws.    Turner is an Equal Opportunity Employer - race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or other characteristics protected by applicable law.

• Join kickoff calls with hiring managers and ask the questions that make the search sharper • Find great technical talent wherever they actually are: not just LinkedIn, but the places others overlook • Screen and shortlist candidates across both technical and business roles, owning parts of 1–2 active roles, with room to grow into full ownership • Keep pipelines moving without things slipping through the cracks, because momentum only works when it’s organized • Ensure every candidate gets a thoughtful, timely response • Build talent pools so we’re never scrambling, with the right conversations already happening before we need them • Work with the Talent team to figure out what's not working and how we can fix it • Learn the ins and outs of talent acquisition, and build skills beyond sourcing

Position Overview: The Talent Acquisition Partner (TAP) is responsible for supporting the continued growth and expansion of HomeServe USA’s operations across the country. Reporting to the Director of Talent Acquisition, primary responsibilities include full life cycle recruitment for Energy Services Roles. The TAP will actively partner with Executives, SME’s and Hiring Managers to develop and execute successful talent acquisition strategies. The TAP will strive to bring HomeServe USA into the forefront as a leading brand through the engagement, management and acquisition of best-in-class diverse talent across the enterprise. This is a role for a recruiter that approaches searches through structured processes and is metrics minded. They will have the opportunity to fully own recruiting for a critical segment of HomeServe USA. This is a fully remote role; however, candidates must reside within approximately one hour of a HomeServe depot location, including but not limited to Long Island, NY, New York City, NY, and Manheim, PA. Responsibilities: - Source, attract, recruit and onboard top talent supporting multiple divisions of the business - Manage the full life cycle recruitment process. - Partner with Executives, SMEs, Hiring Managers and Talent Acquisition Director to develop, own and execute creative sourcing strategies for critical roles across the business. - Minimal travel (estimated 5–10% or less), with occasional visits to HomeServe depot locations across various sites, including but not limited to Long Island, NY, New York City, NY, and Manheim, PA. - Develop diverse talent pipelines for hiring needs through web sourcing, social media, networking, candidate referrals and other ways. - Maintain candidate databases (e.g. UltiPro Recruit, LinkedIn, Indeed). - Leverage existing knowledge of the local/national talent market to build competitive intelligence and a database of target companies. - Cultivate relationships with key candidates and diverse talent pools, according to long-term initiatives and direction of the organization; turn applicants from non-active to active. - Integrate inclusion and equity into all sourcing initiatives. - Consult Hiring Managers on best hiring practices and decisions. - Work with Hiring Managers to develop Behavioral Based interview tools based on Knowledge, Skills and Abilities of specific roles. - Assist in writing job descriptions that accurately reflect the position in partnership with People Business Partners and Hiring Managers. - Manage candidate experience to ensure positive candidate outcomes. - Suggest and initiate innovative ways to build a positive employer brand. - Assist with project work as needed across the Talent Acquisition team. Essential Functions: Essential Job Function % of Time on Function Managing full-cycle recruitment process 35% Building strong relationships with stakeholders 25% Develop innovative sourcing strategies 25% Data analysis and reporting 15% Total 100% Job Requirements: - Bachelor’s Degree preferred - 5+ years’ experience in full life cycle recruitment of skilled trade or corporate roles required - Ability to attract, engage, assess and onboard best-in-class talent in a highly competitive environment - Exceptional candidate management and negotiation skills - Experience working on multiple job requisitions simultaneously across multiple departments/locations - Excellent networking skills - Strong knowledge of sourcing / recruiting through social media, CRM systems, Google / Boolean search operators and job boards - Experience working with talent management / applicant tracking systems, UltiPro Recruiting experience preferred - Proficiency working with Microsoft Office tools Salary Range (Norwalk, CT): $91,955.16 to $122,606.89 Salary Range (National): $86,141.14 to $114,854.85 Annual Bonus Potential: 10% The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions, including but not limited to seniority, merit, geographic location where the work is performed, education, experience, travel requirements for the job, and/or other business and organizational needs. #LI-ONSITE #HUSA Minimum Physical Requirements: The physical demands described represent those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions of the position for which they work. While performing the duties of this position, the employee is regularly required to listen, talk and hear. The employee frequently is required to use hands or fingers, handle or feel objects, tools, or controls while executing tasks like working on a computer or talking on the telephone. The employee is occasionally required to stand; walk; sit; and reach with hands and arms. The employee must occasionally lift and/or move up to 15 pounds. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is usually moderate to low. This job description is intended to provide guidelines for job expectations and the employee's ability to perform the position described. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate. HomeServe USA is an equal opportunity employer.