A Talent Acquisition Director directs and oversees recruiting and hiring strategies for a company. Works with managers to identify hiring needs and develops recruiting strategies that market employment opportunities at the company. Directs the process for interviewing and screening candidates and develops strategies to retain qualified staff.
Company Overview A well-established general contractor generating more than $1 billion in annual revenue and known for delivering complex, high-profile construction projects in the Southeast. The company has built its reputation on safety, quality, integrity, and long-term relationships with clients, partners, and team members, and considers its people the foundation of that success. The organization is entering a significant growth phase, and this newly elevated role reflects its continued investment in the People & Culture function. Position Summary The Director, Talent & Performance leads the company's talent acquisition function while taking on a broader mandate: strengthening how the organization manages performance excellence. The ideal candidate is a hands-on, business-minded talent leader who is equally comfortable running a high-volume talent department and coaching a field leader through a hard performance conversation. This person reports to the VP of People & Culture and partners closely with operations leaders across corporate, project, and field environments.
Key Responsibilities Talent Management Team Management:
Lead, coach, and develop the Talent Acquisition team, setting clear expectations, performance standards, and service-level expectations.
Recruitment Strategy:
Develop and execute scalable sourcing and recruiting strategies aligned to headcount goals, incorporating labor market insight and recruiting technology.
Full-Cycle Execution:
Oversee full-cycle recruiting for corporate, operations, project, and field-based roles.
Pipeline Building:
Build proactive pipelines for critical and hard-to-fill roles through industry relationships, referrals, community partnerships, and trade or technical programs.
Vendor Management:
Manage recruiting vendors, platforms, and agency relationships to improve quality, efficiency, and return on investment.
Employer Branding:
Partner with Marketing to strengthen the company's employer brand and talent value proposition.
Candidate Experience:
Ensure a consistent, professional, high-touch candidate experience that reflects the company's culture and standards.
Performance Management Performance Strategy:
Lead the performance management process, coaching field and corporate leaders on quality goal-setting, feedback, and accountability conversations.
Leader & Performance Support:
Serve as the point of contact for leaders on day-to-day performance and conduct matters - policy interpretation, performance concerns, conflict resolution - partnering with the VP of People & Culture on complex matters, investigations, and corrective actions.
Workforce Planning:
Partner with the VP of People & Culture to identify workforce needs, talent gaps, and succession risks tied to the company's growth plans.
Analytics & Continuous Improvement Data Dashboards:
Track and report on key metrics, including time-to-fill, quality of hire, turnover, retention, pipeline health, and performance trends.
Process Optimization:
Continuously improve recruiting processes, ATS workflows, and reporting, including evaluation of AI-enabled tools.
Executive Reporting:
Provide regular updates to the VP of People & Culture on recruiting progress, workforce risk, and talent trends.
Required Qualifications Education:
Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
Experience:
8+ years of progressive People & Culture or Talent Acquisition experience, with meaningful responsibility across recruiting strategy, performance management, and people excellence.
Leadership:
3+ years leading or developing recruiting or People & Culture team members.
Environment:
Strong experience supporting a field-based, multi-site, or workforce-intensive environment.
People Excellence:
Practical experience with performance coaching, documentation, policy interpretation, and conflict resolution.
Knowledge:
Working knowledge of federal, state, and local employment law and People & Culture best practices.
Systems:
Experience using ATS, HRIS, and workforce data to guide decision-making.
Capabilities:
Excellent communication, coaching, and relationship-building skills across both corporate and field teams. Preferred Qualifications Experience in construction, real estate development, manufacturing, distribution, or another field-based, workforce-intensive industry. Experience with employer branding, recruitment marketing, or workforce development programs.
