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.