Overview

The Director of Talent Management is a strategic Human Resources leader responsible for developing and executing talent strategies that attract, develop, engage, reward, and retain a high-performing workforce. The Director provides leadership and oversight of talent acquisition, onboarding, performance management, compensation planning, succession planning, talent development, workforce planning, and organizational effectiveness initiatives.

 

This position partners closely with executive leadership and operational leaders to ensure people strategies align with organizational goals, support workforce sustainability, and promote a culture of accountability, engagement, growth, and continuous improvement.

 

The Director leverages workforce data, market trends, and organizational insights to develop talent solutions that enhance employee performance, strengthen leadership capability, and support the organization's mission and strategic priorities.

 

All full-time positions come with generous benefits including: health, vision and dental insurance, paid time off, $3000 tuition reimbursement per calendar year, and up to $250 of professional development courses!

Click here to view our current benefits summary.

Responsibilities

Talent Strategy and Workforce Planning:

• Develop and execute an enterprise-wide talent strategy aligned with organizational objectives.
• Partner with executive leadership to identify current and future workforce needs.
• Lead workforce planning initiatives, talent forecasting, and succession planning efforts.
• Analyze labor market trends and workforce data to make strategic recommendations.
• Develop strategies to address workforce shortages, retention challenges, and evolving business needs.

 Talent Acquisition Leadership

• Provide strategic oversight of the Talent Acquisition function and Talent Acquisition Manager.
• Establish recruitment goals, standards, and performance expectations.
• Ensure effective sourcing, candidate assessment, selection, and onboarding strategies.
• Lead employer branding and recruitment marketing initiatives.
• Evaluate recruitment metrics and implement process improvements.

Performance Management

• Design and administer annual performance review processes.
• Ensure alignment between organizational goals, department goals, and individual performance expectations.
• Facilitate calibration discussions with organizational leaders.
• Provide guidance on performance improvement and talent development strategies.

Compensation and Total Rewards

• Development and administration of compensation programs.
• Establish and maintain salary structures and compensation frameworks.
• Conduct market pricing and compensation benchmarking analyses.
• Partner with Finance and HR leadership on compensation budgets and merit increase planning.
• Evaluate internal equity and pay competitiveness.
• Oversee employee recognition and reward programs.

Leadership Development and Succession Planning

• Collaborate with the Learning and Talent Development team on leadership development strategies and talent review processes.
• Facilitate succession planning initiatives for key organizational roles.
• Support career pathing and internal mobility programs.
• Build leadership pipelines that support organizational growth and sustainability.

Organizational Effectiveness

• Lead initiatives that strengthen organizational culture and employee engagement.
• Facilitate organizational design and change management efforts.
• Identify opportunities to improve workforce productivity, collaboration, and effectiveness.
• Support leaders during organizational restructuring and workforce transitions.
• Recommend strategies that enhance organizational agility and employee experience.

Employee Engagement and Retention

• Oversee employee engagement surveys and related action-planning initiatives.
• Analyze retention trends and identify opportunities to improve employee experience.
• Partner with operational leaders to address turnover concerns.
• Champion employee recognition and culture-building initiatives.
• Develop programs that strengthen attraction, engagement, and retention outcomes.

Analytics and Reporting

• Monitor key metrics including turnover, retention, quality of hire, employee engagement, succession readiness and compensation competitiveness
• Present findings and recommendations to executive leadership.

Compliance and Governance

• Ensure compliance with employment regulations affecting talent management and compensation programs.
• Maintain supporting policies, procedures, and program documentation.
• Monitor external trends and emerging best practices.
• Ensure equitable and consistent application of talent-related practices and procedures.
• Meet all training requirements on time.

Qualifications

Required:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, or related field.
• Minimum of eight (8) years of progressive Human Resources experience.
• Minimum of five (5) years of leadership experience managing HR programs and teams.
• Demonstrated experience in talent acquisition, performance management, compensation planning, and workforce strategy.
• Experience leading organizational initiatives and influencing leaders across multiple levels.

Preferred:

• Master's degree in Human Resources, Business Administration, Organizational Development, or related field.
• SHRM-SCP, SHRM-CP, SPHR, or comparable professional certification.
• Experience within healthcare, managed care, human services, or nonprofit environments.
• Experience supporting large, geographically dispersed workforces.

Salary starting at$130,000 / year Salary up to$155,000 / year