Director, Talent & Performance

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.