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Job Description
Senior Director of Talent Management and L&D Solstice Consulting Group - 5.0 Dallas, TX Job Details Full-time $180,000 - $200,000 a year 15 hours ago Qualifications HR change management strategy HR technology strategy Managing human resources teams Data analytics tools for recruitment Team leadership HR analytics ATS Leadership development Change management Bachelor's degree E-learning platforms Leadership training (staff training program) Enterprise Learning Management Leadership development programs Employment law in talent management Resume management software Strategic thinking in HR leadership Learning and development department management Full Job Description Solstice Consulting Group is seeking a Senior Director of Talent and L&D Management for an EPC & infrastructure based in Dallas, Texas. Role is 100% in-office in the North Dallas office with 10% travel as necessary. Base salary of $180k - $200k DOE plus 25% bonus opportunity and excellent benefits. Bachelors Degree and 10+ years of HR Experience required 7+ years experience in a talent management leadership role required Learning & Development (L&D) leadership experience required Experience within the EPC, infrastructure or engineering sectors preferred
Role Overview:
The Senior Director is responsible for designing and executing the organization's talent strategy to ensure the business attracts, develops, and retains exceptional talent while supporting operational growth. This role oversees Talent Acquisition, Workforce Planning, Learning & Development, Leadership Development, Succession Planning, Employee Relations, and Talent HRIS initiatives. Working closely with executive leadership and operational leaders, the Senior Director ensures talent strategies are aligned with business objectives, growth initiatives, M&A and long-term organizational needs.
Responsibilities:
Talent & Recruiting Strategy:
Develop and execute an integrated talent management strategy aligned with organizational goals, utilizing analytics and metrics to guide strategic decision-making and planning. Partner with executive leadership to proactively identify workforce needs and build talent solutions. Lead enterprise workforce planning processes that align staffing strategies with operational forecasting and business demand. Maintain company talent inventories encompassing skills, certifications, leadership potential, and succession readiness.
Talent Acquisition:
Provide strategic oversight for all recruiting operations across the organization. Develop sourcing strategies that support technical, leadership, campus, and high-volume hiring initiatives. Continuously improve processes through technology/HRIS optimization, standardized workflows, and operational excellence. Develop talent pipelines aligned with projected business growth. Establish recruiting KPIs and dashboards that provide meaningful business intelligence around hiring effectiveness.
College Relations and Intern Program:
Provide strategic oversight of the College Relations and Intern Program, ensuring campus recruiting and early-career initiatives align with workforce planning and talent acquisition objectives. Lead development of college partnership and campus engagement strategies, directing the team responsible for career fairs, recruiting events, university relationships, and internship program execution. Establish metrics and processes that strengthen the early-career talent pipeline and increase conversion of high-performing interns into full-time employees.
Learning & Development:
Develop leadership development programs that build the company's future leaders. Lead company succession planning for executive and critical business roles. Define leadership competencies and establish assessment methodologies for successor readiness. Utilize assessment tools including 360 feedback and leadership evaluations to identify development opportunities. Partner with executives to create individual development plans for high-potential employees.
Employee Relations:
Lead the company's employee engagement survey including administration, analysis, and reporting. Leverage workforce data and employee feedback to identify trends, opportunities, and areas of organizational risk. Partner with HR and business leaders to develop and measure initiatives that enhance engagement, strengthen retention, and improve overall employee experience.
Requirements:
Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required; Master's degree preferred. 10+ years of progressive leadership experience in Talent Management, Human Resources or Learning & Development. Demonstrated experience leading company recruiting and leadership development functions. Experience implementing talent HRIS systems, applicant tracking systems, and learning management systems. Strong knowledge of employment law, organizational development, performance management, and succession planning. Exceptional leadership, communication, and executive influencing skills. Proven ability to lead through organizational growth and change. Knowledge of workforce analytics and HR technology platforms.
