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 companys 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 companys employer brand and talent value proposition.

• Candidate Experience: Ensure a consistent professional high-touch candidate experience that reflects the companys 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 companys 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: Bachelors 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.

Required Experience:

Director