Director, Talent & Performance
Job description
About the role
Director, Talent & Performance
Position Overview
This organization generates over one billion dollars in annual revenue as a prominent general contractor throughout the Southeast. It maintains a strong reputation for safety, quality, integrity, and enduring partnerships. The company views its people as the core of its achievements and is currently advancing a significant growth initiative. This advancement underscores its commitment to enhancing the People & Culture function through a newly defined role.
The Director, Talent & Performance is responsible for leading talent acquisition while simultaneously advancing performance excellence across the organization. The individual in this position must operate effectively as a hands-on, business-focused talent executive. They will manage a high-volume talent department and coach field leaders through challenging performance discussions. This role reports directly to the VP of People & Culture and works closely with operational leaders in corporate, project, and field settings.
Core Responsibilities
Talent Acquisition Leadership
The Director will lead, coach, and develop the Talent Acquisition team. This includes establishing clear performance expectations, service-level standards, and operational benchmarks. They will design and deploy scalable sourcing and recruiting strategies aligned with headcount objectives. These strategies will utilize labor market insights and modern recruiting technology. The role encompasses full-cycle recruiting for corporate, operations, project, and field-based positions.
The Director will build proactive talent pipelines for critical and hard-to-fill positions. This will be accomplished through industry networking, employee referrals, community collaborations, and trade or technical programs. They will manage relationships with recruiting vendors, platforms, and agencies to enhance quality, efficiency, and return on investment. Employer branding will be strengthened in partnership with Marketing to highlight the company's talent value proposition. The Director will ensure a consistent, professional candidate experience that reflects organizational culture and field standards.
Performance Leadership
The Director will lead the performance management process across the organization. They will coach field and corporate leaders on effective goal-setting, feedback delivery, and accountability conversations. This role serves as a key resource for leaders regarding day-to-day performance and conduct matters. Responsibilities include policy interpretation, addressing performance concerns, and resolving conflicts. The Director will partner with the VP of People & Culture on complex situations, investigations, and corrective actions.
Workforce planning is another critical function. The Director will collaborate with the VP of People & Culture to identify current and future workforce needs. They will analyze talent gaps and succession risks in relation to the company's growth plans.
Data and Continuous Improvement
The Director will track and report on key people metrics. These include time-to-fill, quality of hire, turnover, retention, pipeline health, and performance trends. They will continuously refine recruiting processes, ATS workflows, and reporting structures. This includes evaluating the potential of AI-enabled tools to enhance recruitment efficiency. The role requires providing regular updates to leadership on hiring progress, workforce risk, and talent trends.
Required Qualifications
Candidates must hold a Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related discipline. A minimum of eight years of progressive experience in People & Culture or Talent Acquisition is required. This experience must include significant responsibility in recruiting strategy, performance management, and fostering people excellence.
Candidates should have at least three years of experience leading or developing recruiting or People Culture team members. Demonstrated experience in supporting field-based, multi-site, and workforce-intensive environments is essential. Practical experience with performance coaching, documentation, policy interpretation, and conflict resolution is required.
Candidates must possess working knowledge of federal, state, and local employment law and People & Culture best practices. Experience using ATS, HRIS, and workforce data to guide decision-making is mandatory. Strong communication, coaching, and relationship-building skills across corporate and field teams are essential.
Preferred Qualifications
Preference will be given to candidates with experience in construction, real estate development, manufacturing, distribution, or other field-intensive industries. Experience in employer branding, recruitment marketing, or workforce development programs is also valued.
Position Details
Location: USA
Engagement: Full-time
Compensation: $180,000.00 to $220,000.00 annually
What you'll do
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