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About the Role

The Director of Talent Management is a strategic Human Resources leader responsible for developing and executing talent strategies that attract, develop, engage, reward, and retain a high-performing workforce. This position partners closely with executive leadership to ensure people strategies align with organizational goals and promote a culture of accountability, engagement, growth, and continuous improvement.

Responsibilities

Develop and execute an enterprise-wide talent strategy aligned with organizational objectives.
Partner with executive leadership to identify current and future workforce needs.
Lead workforce planning initiatives, talent forecasting, and succession planning efforts.
Analyze labor market trends and workforce data to make strategic recommendations.
Develop strategies to address workforce shortages, retention challenges, and evolving business needs.
Provide strategic oversight of the Talent Acquisition function and Talent Acquisition Manager.
Establish recruitment goals, standards, and performance expectations.
Ensure effective sourcing, candidate assessment, selection, and onboarding strategies.
Lead employer branding and recruitment marketing initiatives.
Evaluate recruitment metrics and implement process improvements.
Design and administer annual performance review processes.
Ensure alignment between organizational goals, department goals, and individual performance expectations.
Facilitate calibration discussions with organizational leaders.
Provide guidance on performance improvement and talent development strategies.
Oversee compensation and total rewards programs, including salary structures and compensation frameworks.
Conduct market pricing and compensation benchmarking analyses.
Partner with Finance and HR leadership on compensation budgets and merit increase planning.
Evaluate internal equity and pay competitiveness.
Oversee employee recognition and reward programs.
Collaborate with the Learning and Talent Development team on leadership development strategies and talent review processes.
Facilitate succession planning initiatives for key organizational roles.
Support career pathing and internal mobility programs.
Build leadership pipelines that support organizational growth and sustainability.
Lead initiatives that strengthen organizational culture and employee engagement.
Facilitate organizational design and change management efforts.
Identify opportunities to improve workforce productivity, collaboration, and effectiveness.
Support leaders during organizational restructuring and workforce transitions.
Recommend strategies that enhance organizational agility and employee experience.
Oversee employee engagement surveys and related action-planning initiatives.
Analyze retention trends and identify opportunities to improve employee experience.
Partner with operational leaders to address turnover concerns.
Champion employee recognition and culture-building initiatives.
Develop programs that strengthen attraction, engagement, and retention outcomes.
Monitor key metrics including turnover, retention, quality of hire, employee engagement, succession readiness and compensation competitiveness.
Present findings and recommendations to executive leadership.
Ensure compliance with employment regulations affecting talent management and compensation programs.
Maintain supporting policies, procedures, and program documentation.
Monitor external trends and emerging best practices.
Ensure equitable and consistent application of talent-related practices and procedures.
Meet all training requirements on time.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, or related field.
Minimum of eight (8) years of progressive Human Resources experience.
Minimum of five (5) years of leadership experience managing HR programs and teams.
Demonstrated experience in talent acquisition, performance management, compensation planning, and workforce strategy.
Experience leading organizational initiatives and influencing leaders across multiple levels.

Work Type

Full-time

Experience Level

Director
8+ years HR experience
5+ years leadership experience

Education Level

Bachelor's degree
Master's degree (preferred)
SHRM-SCP, SHRM-CP, SPHR, or comparable professional certification (preferred)

Salary/Compensations

$130,000 - $155,000 per year

Benefits

Health insurance
Vision insurance
Dental insurance
Paid time off
$3000 tuition reimbursement per calendar year
Up to $250 of professional development courses

About the Company

Partnership Solutions acts as the administrative arm for Care Design NY.
Purpose - Connecting people to their chosen supports to live a healthy and meaningful life.
Vision – We see a world that is accepting, inclusive, and promotes positive health for all individuals with intellectual and /or Developmental Disabilities (I/DD).
Mission – To provide compassionate, skilled person-centered care planning that includes a holistic approach to health and wellness, and to advocate for a disability inclusive world.
Values - Committed, Compassionate, Connected.