Director of Talent

Overview

The Director of Talent is responsible for developing and executing strategies to advance enterprise growth and performance through acceleration of organizational talent. The Director of Talent partners with senior leadership to align talent strategies with business objectives, ensuring the organization has the workforce capabilities needed for current and future success.

• Partner with leadership to interpret business objectives and convert them into a comprehensive talent roadmap
• Provide strategic oversight of talent acquisition, employer branding, and workforce planning
• Develop workforce planning processes and tools, including headcount forecasting, scenario modeling, and critical role identification
• Conduct skills and capability assessments across functions and roles; develop actionable recommendations to address gaps through training, development, succession planning, or talent acquisition initiatives
• Build and implement scalable recruitment frameworks tailored for corporate and field operations, ensuring consistent processes, compliance, and efficiency across multiple locations
• Develop, assess, and continuously refine employer branding strategies to broaden talent pipelines, engage passive candidates, and attract top-tier talent
• Architect advanced assessment tools and processes to improve selection accuracy, reduce new hire turnover, and accelerate time-to-productivity
• Design, implement, and oversee talent programs that strengthen selection, retention, and internal mobility
• Develop dashboards and executive reporting focused on attraction, mobility, and capability
• Perform other duties as assigned

• Bachelor’s degree in Human Resource Management, Business, or similar field required
• 5-10 years of progressive experience in talent or organizational development
• Proven ability to design and execute talent strategies aligned with business goals
• Strong knowledge of recruitment best practices, assessment tools, and workforce planning
• Strong knowledge of industry and labor market trends

• Experience in a multi-site or multi-state environment
• SHRM-SCP, SPHR, or equivalent certification
• Clear, executive-level communication
• Skilled in workforce modeling, capability gap analysis, and predictive talent analytics
• Multi-state employment experience

• Occasional travel may be required
• Must be able to sit at a computer or desk for extended periods of time
• Must be able to operate keyboard and telephone for repetitive motion activities
• Must be able to lift objects up to 25 lbs. with or without assistance
• Must be able to communicate using speech, sight, and sound with or without assistive device