Whether you’re a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more.
Your next opportunity
The Sr. Director, Talent Management leads talent management for Rosendin, including succession planning, calibrations, and talent pools. This role also owns people process improvement, organizational excellence, and workforce planning process on the people side of the business
This role is a member of the People Leadership Team (PLT), part of the broader People, Culture, and Community team, and reports directly to the VP of People. The Sr. Director, Talent Management works as a close partner to the VP of People on enterprise people priorities, and partners closely with HRBPs, HR Centers of Excellence, and the Director of HR Operations (People Experience Center) to set direction and build processes that support growth and scale across the enterprise.
This role is expected to build foundational talent and organizational infrastructure where less exists today, while bringing HRBPs, COEs, and business leaders along in the process.
What you’ll do
Talent management
Own the enterprise succession planning process, calibrations, including identifying critical roles and building succession plans with business leaders.
Partner with the VP of People and executive leadership to support succession readiness for senior leadership roles.
Lead the talent calibration process, partnering with HRBPs and business leaders to assess talent and build a consistent, enterprise-wide view of performance and potential.
Build and maintain talent pools for critical and high-potential roles.
Report on health of talent pools on a quarterly cadence.
Develop frameworks for identifying, developing, and retaining high-potential talent.
Organizational design and career pathways
Partner with the Total Rewards team to ensure job architecture, leveling, and career pathways align with organizational succession and talent needs.
Conduct organizational reviews, including spans, layers, and structure, to support scaling and identify structural risk.
Support the people and organizational integration of new or acquired business entities as Rosendin’s structure evolves.
Process improvement and enterprise efficiency
Partner with HR Ops to Identify inefficiencies in people processes and design improvements that scale across the enterprise.
Build repeatable, lean processes that reduce complexity for HRBPs, HR Centers of Excellence, and business leaders.
Establish metrics and standards to measure the effectiveness of talent programs.
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Workforce planning
Support workforce planning process on the people side of the business, partnering with Finance and business leaders to align people plans with business strategy.
Support People Analytics group with forecasting models and tools that support headcount planning, budgeting, and business unit prioritization.
Partner with HRBPs to translate enterprise workforce plans into business unit-level plans.
Strategic partnership and enterprise leadership
Serve as a member of the People Leadership Team, contributing to the strategic direction of the People, Culture, and Community team.
Act as a close partner and advisor to the VP of People, helping to prioritize and drive execution of enterprise people priorities.
Partner closely with HRBPs and HR Centers of Excellence to provide direction and build processes that support growth and scale across the enterprise.
Partner closely with the Director of HR Operations (People Experience Center) to ensure enterprise-wide people process efficiency and consistency.
Partner with the People Analytics team to translate workforce and talent data into insight that supports business…