Director of Talent

Position SummaryThe Director of Talent is responsible for strengthening the company’s salaried workforce by leading key talent processes including recruiting, onboarding, employee development, leadership coaching coordination, and workforce planning. This role ensures the company consistently has the right people in the right seats by building and managing systems that support hiring excellence, employee growth, and leadership development. The Director of Talent partners closely with the leadership to attract, develop, and retain high-performing employees aligned with the company’s core values.Key Responsibilities:Talent Acquisition – office personnelLead candidate sourcing and recruiting effortsCoordinate and manage the interview and selection processWork with leadership team to develop consistent requirements and hiring criteriaIdentify and strengthen talent pipelines – recruiters, universities, referrals, etc. Track recruiting metrics including time-to-fill and hiring effectivenessCoordinate & manage the hiring processOnboarding & Employee Integration – office personnelManage preparation process for new hiresOversee onboarding processes to ensure successful employee integrationSupport managers in developing structured onboarding plansMonitor early employee progress and address onboarding gapsEmployee Development – office personnelFollow up with employees during first year of employmentCoordinate and oversee employee coaching and development processesSupport leadership development and management training initiativesPartner with managers to strengthen performance management and career development discussionsTraining & Certifications – office & fieldMaintain systems for tracking and managing employee training, certifications, and education; this includes identifying a process such as an LMS and overseeing ongoing implementationCoordinate internal and external training opportunitiesEnsure required certifications and compliance training are maintainedEmployee Experience – office personnelInput on design and communication of benefits and insuranceInvolved in collecting and assessing employee feedbackInvolved in maintaining compliance on basic requirementsAssist in designing and overseeing our intern programOffboarding – office personnelConducting exit interviewsAble to identify lessons learned and trends with feedbackOversee any transitions requiredTalent Planning – office personnelSupport evaluation of Right People / Right SeatsAssist leaders in resolving underperformance situationsSupport succession planning and leadership pipeline developmentHelp identify future workforce needs and development opportunitiesPerformance MeasuresSuccess in this role will be measured through the People & Talent Scorecard including:Right People / Right Seats: ≥ 90% alignment across the organizationUnderperformance Resolution: Action plans developed within 30 daysRegretted Attrition: ≤ 5% annuallyTime to Fill Critical Roles: ≤ 75 daysLeadership Training Coverage: ≥ 85% of managers trainedManager Effectiveness: ≥ 4.2 quarterly survey scoreFuture Role Readiness: ≥ 80% of identified future roles plannedSuccession Coverage: ≥ 80% of leadership roles with identified successorQualificationsBachelor’s degree in human resources, business administration or related field5+ years of experience in HR, talent management, recruiting, or organizational developmentExperience supporting managers with hiring, development, and performance processesExperience with LMS, applicant tracking software, and basic technologyKnowledge of employment laws, benefit administration and compliance practicesStrong organizational, communication, and relationship-building skillsSHRM-CP or PHR certification is a plusExperience in construction or a project-based industry preferredDemonstrated commitment to developing people and strengthening teams