About Bodwé Group

Bodwé is the Professional Services Group of Mno-Bmadsen, the investment enterprise and a wholly owned instrumentality of the Pokagon Band of Potawatomi. We are architects, planners, consultants, designers, engineers, scientists, and federal contractors, committed to growing the economy and legacy of the Pokagon Band and supporting its more than 6,000 citizens. We provide value by integrating expertise across the natural and built environment lifecycle—from pre-development and planning to design, procurement, construction, and operations. By integrating expertise across architecture, engineering, construction, and facility management, we deliver holistic, end-to-end solutions that drive efficiency and deliver distinctive outcomes.

Position Summary

The Recruiting Manager will lead and execute a comprehensive recruiting strategy to attract, hire, and retain top talent across a scaling multi-state organization specializing in architecture, civil engineering, and federal civilian and DoD contracting. This role requires a dynamic and strategic recruiting professional who can design scalable hiring processes, partner with technical and operations leaders, and manage complex recruiting efforts both CONUS and OCONUS, including candidates requiring Confidential, Secret, and Top-Secret security clearances.

Accommodation Requests

We are committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment. If reasonable accommodation is needed to participate in the job application or interview process, contact our HR Director (April Hawkins) at 269-927-0144 or careers@bodwegroup.com

Essential Duties and Responsibilities

Strategic Leadership

• Develop and implement a company-wide recruitment strategy that aligns with organizational goals and supports growth across architecture, civil engineering, and federal contracting business units.
• Create recruiting plans for domestic and OCONUS staffing efforts, ensuring compliance with federal contracting requirements and local labor laws.
• Partner with executive leadership and HR to forecast staffing needs, assess labor market conditions, and proactively develop talent pipelines.
• Drive initiatives to enhance employer branding and position the company as an employer of choice in the architecture, engineering, and federal contracting markets.

Recruitment Operations

• Lead full-cycle recruiting efforts for technical, cleared, and non-cleared positions across all business units.
• May manage, mentor, and lead some members of the HR department’s recruiting staff. Will collaborate with all HR staff involved in sourcing, recruiting, and hiring efforts.
• Ability to create a strategy for quick turn solicitations that often require short turn-around times for recruiting suspense.
• Oversee recruitment for CONUS and OCONUS projects, including positions supporting overseas federal contracts, logistics, and life support services.
• Manage relationships with recruiting vendors, job boards, and clearance networks to ensure effective sourcing of cleared and specialized candidates.
• Ensure recruiting compliance with all applicable laws, federal contracting clauses (e.g., OFCCP, EEO, and FAR/DFARS requirements), and internal policies.
• Coordinate recruiting efforts with hiring managers, recruiting staff, and leadership across states and projects. 

Security-Cleared & OCONUS Recruiting

• Oversee recruitment strategies for Confidential, Secret, and Top Secret cleared personnel in accordance with DoD and government client requirements.
• Partner closely with Facility Security Officers (FSOs) to verify and manage candidate clearance statuses.
• Lead recruiting efforts for OCONUS project deployments, including pre-screening for suitability, visa/work authorization coordination, and logistical onboarding planning.

Data, Systems, and Continuous Improvement

• Utilize ATS and HRIS systems to track metrics, analyze recruiting effectiveness, and provide leadership with regular reports on key performance indicators.
• Identify and implement tools and systems that improve sourcing, tracking, and communication efficiency.
• Continuously assess and refine recruiting processes to improve speed, quality, and candidate experience.

Education, Experience, and Technical Skills

Required Education, Licensure/Certifications, or Experience:

• Bachelor’s degree in human resources, business administration, or a related field.
• 10+ years of progressive recruiting experience, including 3+ years in a leadership or management role.
• Proven experience recruiting for architecture, engineering, and/or federal contracting environments.
• Demonstrated experience with OCONUS recruiting and logistics for overseas assignments.
• Experience recruiting for Confidential, Secret, and Top Secret cleared positions.
• Strong understanding of federal contracting regulations, FAR/DFARS, and OFCCP compliance.
• Ability to design and execute recruiting strategies across diverse technical and professional disciplines.
• Familiarity with architecture and civil engineering licensure or credentialing pathways.
• Prior experience with applicant tracking systems
• Must have Real ID or valid United States Passport in order to undergo commercial air travel

Preferred Education, Licensure/Certifications, or Experience:

• PHR, SPHR, or SHRM-CP/SCP certification.
• Experience recruiting for contingency or expeditionary operations under federal contracts that occur in high-risk geographic locations.

Work Environment

This position may be performed remotely or in an office environment, depending on business needs and employee location.

• When performed remotely, the employee will work from a home office in a professional, distraction-free environment with reliable internet connection.
• When performed in-office, the employee will be exposed to a temperature-controlled, low-noise office setting with standard office equipment such as computers, phones, photocopiers, and filing cabinets.
• The role requires periodic travel to attend career fairs, university events, large industry summits, recruiting conferences, and company sites, both domestically and internationally.

Physical Demands

Sitting/Standing: This role is generally sedentary, performing sitting work utilizing technological office equipment, including a laptop, mouse, keyboard, computer monitors, telephones, scanners, and copiers.

Walking: This role requires the ability to move about inside the office to access the required technological equipment.

Stooping/Kneeling/Crouching/Crawling: This role may require stooping to reload printer trays with print paper, moving equipment, and managing cords.

Using Hands/Fingers: This role constantly operates technological office equipment such as laptops, mice, keyboards, computer monitors, telephones, scanners, and copiers.

Talking/Hearing: This role requires constant communication with others in the organization to exchange information, review information, and make decisions about information.

Seeing: This role requires seeing, viewing, and distinguishing all aspects of internal and external communications.

Carrying/Lifting: This role requires lifting up to 20lbs to transport technological office equipment to and from various workspaces.   

Equal Employment Opportunity

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Native American Hiring Preference

Our parent company, Mno-Bmadsen, prefers to hire Pokagon citizens who are qualified and suitable for available positions. For purposes of this section, “qualified” means that the applicant meets the technical and experiential needs for employment; and “suitable” means that the candidate appears to be the best fit considering present circumstances and conditions. Targeted preference is in the following order:

• First, to qualified Pokagon Band citizens; and
• Second, to qualified spouses and qualified custodial parents; and
• Third, to other qualified Native Americans; and
• Fourth, to all other qualified applicants

Any determinations as to the applicability of the Pokagon hiring preference are at the discretion of each Company President.