divcon

Support and optimize HR systems, reporting, and analytics to improve workforce planning and HR operations. | 5+ years HRIS or HR operations experience, strong HR data analysis skills, experience with HRIS platforms, advanced Excel skills, and ability to support HRIS projects. | About Us Headquartered in Dallas, Texas, Divcon delivers fully integrated automation solutions nationwide that optimize performance, energy efficiency, and reliability across HVAC, lighting, power monitoring, and mission-critical systems. Leveraging advanced technologies - including Allen-Bradley PLCs, Ignition SCADA, and Delta DDC systems - we combine deep technical expertise with field-tested execution to deliver precise, scalable, and high-performance solutions. About The Role The HRIS Analyst is responsible for supporting, optimizing, and continuously improving Divcon's HR systems, people data, reporting infrastructure, and HR analytics capabilities. This role serves as a key partner to HR leadership, recruiting, finance, IT, and business stakeholders by transforming HR data into accurate, actionable insights that support workforce planning, recruiting effectiveness, compensation administration, compliance readiness, and operational decision-making. Reporting to the SVP of HR, this role will own HR data reporting, KPI development, dashboard creation, HRIS process improvement, and systems integration projects within Divcon's HRIS platform, Rippling. The HRIS Analyst will also support basic administration of compensation structures in partnership with HR leadership, ensuring data accuracy, structure consistency, and alignment with business needs. Key Responsibilities • Develop, maintain, and continuously improve HR and recruiting dashboards, reports, and scorecards that provide clear visibility into workforce trends, recruiting performance, headcount, turnover, retention, compensation, compliance, and other key people metrics. • Partner with HR leadership to define, build, and refine HR KPIs that support business priorities, workforce planning, recruiting strategy, employee retention, and operational decision-making. • Analyze HR, recruiting, and workforce data to identify trends, risks, gaps, and opportunities; provide insights and recommendations to HR leadership and business stakeholders. • Serve as a key HRIS resource for Rippling, supporting system configuration, workflow optimization, reporting, data integrity, user support, and process documentation. • Support HRIS integrations and implementation projects, including requirements gathering, data mapping, testing, validation, stakeholder communication, issue resolution, and post-implementation support. • Partner with HR, IT, Finance, Payroll, Operations, and vendors to improve HR system functionality, data flow, automation, reporting accuracy, and user experience. • Maintain and audit HRIS data to ensure accuracy, consistency, completeness, and compliance with internal standards and applicable recordkeeping requirements. • Create and maintain data validation processes, audit reports, dashboards, and recurring reporting tools to support HR operations, recruiting, payroll, compliance, and leadership reporting. • Build and maintain advanced Excel-based reporting tools, including pivot tables, complex formulas, lookups, data models, and data-cleaning processes. • Support Power BI or other business intelligence reporting as needed, including data preparation, dashboard development, visualization, and recurring reporting enhancements. • Partner with recruiting and HR leadership to develop metrics related to time-to-fill, source effectiveness, candidate pipeline health, offer acceptance, hiring volume, requisition aging, and recruiting process efficiency. • Support basic administration of compensation structures in partnership with HR leadership, including maintaining job, level, range, and compensation data within HR systems and related reporting tools. • Assist with compensation-related reporting, data audits, structure updates, and analysis to support pay practices, job architecture, budgeting, and workforce planning. • Document HRIS processes, reporting definitions, system workflows, data standards, and integration procedures to promote consistency, scalability, and audit readiness. • Support change management for HR technology updates, including testing, training materials, user communications, and process adoption. • Troubleshoot HRIS issues, investigate data discrepancies, escalate system concerns when appropriate, and partner with vendors or internal stakeholders to resolve issues. • Participate in HR technology roadmap planning by identifying opportunities to automate manual processes, improve data quality, streamline workflows, and enhance reporting capabilities. • Handle sensitive employee, compensation, recruiting, and organizational data with a high level of confidentiality, discretion, accuracy, and professionalism. • Promote a culture of data integrity, continuous improvement, accountability, and operational excellence across HR systems and people analytics. Qualifications • 5+ years of progressive experience in HRIS, HR operations, people analytics, HR data analysis, HR technology, or a related field. • Bachelor's degree in Human Resources, Business Administration, Information Systems, Data Analytics, or a related field preferred; equivalent experience may be considered. • Experience working with HRIS platforms required; hands-on Rippling experience required. • Experience supporting HRIS implementation, integration, migration, configuration, or optimization projects preferred. • Strong HR data analysis and reporting experience, including the ability to build dashboards, define metrics, identify trends, and translate data into actionable insights. • Advanced Microsoft Excel skills required, including pivot tables, advanced formulas, lookups, conditional logic, data validation, data cleaning, and large data set analysis. • Power BI experience preferred, including dashboard development, data visualization, and recurring reporting; not required. • Working knowledge of HR processes and data across areas such as recruiting, onboarding, employee records, payroll, benefits, compensation, performance, compliance, and workforce planning. • Experience with HR metrics such as headcount, turnover, retention, time-to-fill, recruiting funnel activity, offer acceptance, internal mobility, compensation data, and workforce demographics. • Strong understanding of data integrity, data governance, reporting definitions, audit controls, and confidential employee data handling. • Experience supporting compensation administration, compensation structures, job levels, pay ranges, or compensation reporting preferred. • Strong project coordination skills with the ability to manage timelines, priorities, documentation, stakeholder communication, and follow-through. • High attention to detail and strong problem-solving skills, with the ability to troubleshoot data discrepancies and system issues. Physical Requirements • Occasional travel as needed to support training, onboarding, or workforce development initiatives. • Sit and/or stand for extended periods (typically 6-8 hours per day) while performing computer-based tasks and facility support tasks. • Use hands and fingers to operate standard office equipment, including computers, keyboards, mice, telephones, scanners and printers. • Occasionally stand, walk, bend, stoop, or reach to access filing cabinets, retrieve documents, or attend meetings. • Lift, carry, push, or pull light objects and materials weighing up to 20-25 pounds (e.g., boxes of files or office supplies). • Have sufficient vision (with or without correction) to read computer screens, printed documents, and small print; and sufficient hearing to communicate effectively by phone and in person. • Work in a typical indoor office environment with moderate noise levels from office equipment, conversations, and occasional interruptions.

Manage full lifecycle recruiting and build talent pipelines across multiple business functions. | 2+ years recruiting experience with strong interpersonal skills and ability to manage multiple requisitions. | About Us Headquartered in Dallas, Texas, Divcon delivers fully integrated automation solutions nationwide that optimize performance, energy efficiency, and reliability across HVAC, lighting, power monitoring, and mission-critical systems. Leveraging advanced technologies - including Allen-Bradley PLCs, Ignition SCADA, and Delta DDC systems - we combine deep technical expertise with field-tested execution to deliver precise, scalable, and high-performance solutions. About The Role The Talent Acquisition Specialist plays a key role in supporting the hiring needs of Divcon across Operations, Engineering, and corporate functions. This position is responsible for managing the full lifecycle recruiting process for a variety of roles, including field operations, technical, engineering, project management, and corporate positions, while building and maintaining sustainable talent pipelines. This role partners closely with hiring managers and business leaders to understand workforce needs, develop recruiting strategies, drive hiring decisions, and deliver successful hiring outcomes from intake through offer acceptance. The Specialist is responsible for candidate engagement, assessment, offer management, and closing efforts while ensuring a high-quality candidate and hiring manager experience throughout the process. The Specialist also supports Divcon’s early career recruiting initiatives, including internships, university partnerships, and emerging talent pipeline development, helping build long-term talent strategies to support future growth. Key Responsibilities • Partner closely with hiring managers to understand current and future workforce needs across Operations, Engineering, and corporate functions. • Lead full lifecycle recruiting activities including intake meetings, sourcing strategy development, candidate assessment, interview coordination, offer management, negotiation, and closing. • Manage recruiting efforts for a variety of positions, including field operations, engineering, technical, project management, and corporate support roles. • Source both active and passive candidates using LinkedIn Recruiter, job boards, referrals, trade schools, colleges and universities, industry events, networking, and other creative sourcing channels. • Build and maintain strong talent pipelines for critical and recurring hiring needs across multiple business functions. • Conduct phone screens and candidate assessments to evaluate technical qualifications, relevant experience, communication skills, and overall fit. • Serve as a trusted recruiting partner to hiring managers by providing market insights, candidate feedback, hiring recommendations, and process guidance. • Drive hiring momentum by facilitating timely feedback collection, interview debrief discussions, and movement through the hiring process. • Manage the offer process, including offer presentation, candidate communication, compensation discussions, and negotiation support to successfully close candidates. • Deliver a high-quality candidate experience through proactive communication, transparency, responsiveness, and follow-through throughout the recruiting lifecycle. • Support early career recruiting initiatives, including internship hiring, university partnerships, career fairs, campus outreach, and emerging talent pipeline development. • Assist in developing long-term talent pipeline strategies for internships, entry-level hiring, and future workforce planning initiatives. • Track candidate activity, pipeline health, and hiring progress using the ATS and internal reporting tools. • Develop innovative sourcing strategies to build diverse, high-quality pipelines in competitive talent markets. • Support employer branding and outreach initiatives across recruiting channels and events. • Partner with recruiting leadership and HR teams to support continuous improvement of recruiting processes, hiring workflows, and candidate experience initiatives. Qualifications • 2+ years of full lifecycle recruiting experience, preferably supporting Operations, Engineering, Corporate, construction, technical, or field-based roles. • Experience supporting multiple business functions and managing a variety of role types simultaneously. • Experience with or strong interest in early career recruiting, internship programs, and university partnerships is a plus. • Demonstrated success sourcing, engaging, and closing candidates in a fast-paced, high-growth environment. • Experience managing multiple open requisitions and partnering directly with hiring managers throughout the hiring process. • Strong interpersonal and communication skills, with the ability to build trust and credibility with candidates and hiring leaders. • Strong organizational skills with the ability to manage competing priorities and drive hiring processes forward efficiently. • Experience with offer management, candidate closing, and compensation discussions preferred. • Experience working with applicant tracking systems; Rippling experience is a plus. • Passion for connecting people to opportunity and supporting long-term talent pipeline development. Physical Requirements • Occasional travel by car or plane as needed to support off site recruiting and company networking events. • Sit and/or stand for extended periods (typically 6-8 hours per day) while performing computer-based tasks and facility support tasks. • Use hands and fingers to operate standard office equipment, including computers, keyboards, mice, telephones, scanners and printers. • Occasionally stand, walk, bend, stoop, or reach to access filing cabinets, retrieve documents, or attend meetings. • Lift, carry, push, or pull light objects and materials weighing up to 20-25 pounds (e.g., boxes of files or office supplies). • Have sufficient vision (with or without correction) to read computer screens, printed documents, and small print; and sufficient hearing to communicate effectively by phone and in person. • Work in a typical indoor office environment with moderate noise levels from office equipment, conversations, and occasional interruptions.

Manage full lifecycle recruiting and develop talent pipelines including early career initiatives. | 2+ years recruiting experience, preferably in construction or technical fields, with strong interpersonal and ATS skills. | About the role: The Talent Acquisition Specialist plays a key role in supporting the hiring needs of Divcon across Operations, Engineering, and corporate functions. This position is responsible for managing the full lifecycle recruiting process for a variety of roles, including field operations, technical, engineering, project management, and corporate positions, while building and maintaining sustainable talent pipelines. This role partners closely with hiring managers and business leaders to understand workforce needs, develop recruiting strategies, drive hiring decisions, and deliver successful hiring outcomes from intake through offer acceptance. The Specialist is responsible for candidate engagement, assessment, offer management, and closing efforts while ensuring a high-quality candidate and hiring manager experience throughout the process. The Specialist also supports Divcon’s early career recruiting initiatives, including internships, university partnerships, and emerging talent pipeline development, helping build long-term talent strategies to support future growth. Key Responsibilities: Partner closely with hiring managers to understand current and future workforce needs across Operations, Engineering, and corporate functions. Lead full lifecycle recruiting activities including intake meetings, sourcing strategy development, candidate assessment, interview coordination, offer management, negotiation, and closing. Manage recruiting efforts for a variety of positions, including field operations, engineering, technical, project management, and corporate support roles. Source both active and passive candidates using LinkedIn Recruiter, job boards, referrals, trade schools, colleges and universities, industry events, networking, and other creative sourcing channels. Build and maintain strong talent pipelines for critical and recurring hiring needs across multiple business functions. Conduct phone screens and candidate assessments to evaluate technical qualifications, relevant experience, communication skills, and overall fit. Serve as a trusted recruiting partner to hiring managers by providing market insights, candidate feedback, hiring recommendations, and process guidance. Drive hiring momentum by facilitating timely feedback collection, interview debrief discussions, and movement through the hiring process. Manage the offer process, including offer presentation, candidate communication, compensation discussions, and negotiation support to successfully close candidates. Deliver a high-quality candidate experience through proactive communication, transparency, responsiveness, and follow-through throughout the recruiting lifecycle. Support early career recruiting initiatives, including internship hiring, university partnerships, career fairs, campus outreach, and emerging talent pipeline development. Assist in developing long-term talent pipeline strategies for internships, entry-level hiring, and future workforce planning initiatives. Track candidate activity, pipeline health, and hiring progress using the ATS and internal reporting tools. Develop innovative sourcing strategies to build diverse, high-quality pipelines in competitive talent markets. Support employer branding and outreach initiatives across recruiting channels and events. Partner with recruiting leadership and HR teams to support continuous improvement of recruiting processes, hiring workflows, and candidate experience initiatives. Qualifications: 2+ years of full lifecycle recruiting experience, preferably supporting Operations, Engineering, Corporate, construction, technical, or field-based roles. Experience supporting multiple business functions and managing a variety of role types simultaneously. Experience with or strong interest in early career recruiting, internship programs, and university partnerships is a plus. Demonstrated success sourcing, engaging, and closing candidates in a fast-paced, high-growth environment. Experience managing multiple open requisitions and partnering directly with hiring managers throughout the hiring process. Strong interpersonal and communication skills, with the ability to build trust and credibility with candidates and hiring leaders. Strong organizational skills with the ability to manage competing priorities and drive hiring processes forward efficiently. Experience with offer management, candidate closing, and compensation discussions preferred. Experience working with applicant tracking systems; Rippling experience is a plus. Passion for connecting people to opportunity and supporting long-term talent pipeline development. Physical Requirements Occasional travel by car or plane as needed to support off site recruiting and company networking events. Sit and/or stand for extended periods (typically 6-8 hours per day) while performing computer-based tasks and facility support tasks. Use hands and fingers to operate standard office equipment, including computers, keyboards, mice, telephones, scanners and printers. Occasionally stand, walk, bend, stoop, or reach to access filing cabinets, retrieve documents, or attend meetings. Lift, carry, push, or pull light objects and materials weighing up to 20-25 pounds (e.g., boxes of files or office supplies). Have sufficient vision (with or without correction) to read computer screens, printed documents, and small print; and sufficient hearing to communicate effectively by phone and in person. Work in a typical indoor office environment with moderate noise levels from office equipment, conversations, and occasional interruptions.