Job Summary:

The director of talent management manages and coordinates organization-wide efforts to ensure that performance management (PM) and quality improvement (QI) programs are developed and managed using a data-driven focus that sets priorities for improvements aligned to ongoing strategic imperatives. This position will also conduct full life cycle recruitment in sourcing the best talent for [Company Name], as well as maintaining effective programs for retention, promotion and succession planning.

Supervisory Responsibilities:

• This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department.

Duties/Responsibilities:

• Provide professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent.
• Collect, analyze and maintain data gathered to inform targeted leadership development (e.g., succession planning).
• Participate in organizational strategic planning and provide leadership for PM and QI policy development.
• Research and assist in the development of PM training programs that focus on enabling the workforce to achieve improvements with priority organizational concerns.
• Serve as a business partner with hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction. Develop effective relationships within the organization and the hiring community to have influence and impact the recruiting process and hiring.
• Develop, initiate and maintain effective programs for workforce retention, promotion and succession planning.
• Manage the maintenance and execution of the performance management system, including current job descriptions, standards of performance and performance evaluation instruments.
• Create and maintain an environment of equal employment opportunity, diversity and competitive advantage in support of the company's diversity and inclusion strategic plan.
• Conduct presentations and training.
• Ensure that organization-wide talent management and PM initiatives are focused and aligned on improving operational and program efficiencies and effectiveness.
• Recruit full-time, part-time, temporary, contractual and intern personnel. Manage full life cycle recruitment (post, source, prescreen, schedule, background, references, offer, onboarding, etc.). Complete hiring process within defined metrics to minimize overall time-to-start. Develop appropriate marketing strategies, define roles and responsibilities of hiring team, and develop service-level agreements to ensure an effective and efficient recruitment lifecycle while minimizing cost-per-hire.
• Work closely with the HRIS manager to collect and coordinate aggregate data for talent pool and translate those data into insights through data analysis that drives deliberate action plans at the appropriate levels.
• Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates.

Required Skills/Abilities:

• Superior verbal and written communication skills.
• Proficient with Microsoft Office Suite or related software.
• Excellent interpersonal, counseling, and negotiation skills.
• Strong presentation skills.
• Excellent leadership skills.
• Strong analytical and critical thinking skills.
• Thorough understanding of recruiting methods and best practices, as well as applicable policies and federal, state, and local employment laws and regulations.
• Ability to design and implement full-cycle performance management programs.

Education and Experience:

1. 10+ years of broad HR experience including talent management and performance management.
2. Recent experience recruiting in multiple discipline areas and levels, including hiring for nonexempt, exempt and leadership positions.
3. Bachelor's degree in human resources or related field.
4. SHRM-CP or SHRM-SCP.
5. Experience designing, developing and supporting organization-wide talent management programs that cover performance management, talent development, coaching, succession planning, data analytics and relationship management.
6. Previous experience in capturing metrics and producing various employment reports.
7. Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, job postings, as well as conducting open houses and virtual job fairs.
8. Experience in working with applicant tracking systems and affirmative action plan requirements.
9. Current SHRM-CP or SHRM-SCP certification or ability to obtain certification within one year of employment.

Physical Requirements:

• Prolonged periods sitting at a desk and working on a computer.
• Must be able to lift up to 15 pounds at a time.

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