Director of Talent Management

SUMMARY

Mortenson is currently seeking a Director of Talent Management responsible for ensuring the organization is prepared for both current and future talent needs to enable business success. Lead the design and execution of talent strategies that build organizational capability, strengthen leadership pipelines, and enable workforce readiness. While maintaining ownership of foundational talent practices—including performance management, succession planning, and talent reviews—the role extends beyond traditional talent management to shape the future workforce. The leader is responsible for aligning talent strategy with business priorities through workforce planning, future capability identification, career development and mobility, and the integration of innovative approaches, including AI and automation, to enhance talent outcomes and employee experiences. By connecting talent decisions to long‑term business needs, this role helps ensure the organization has the skills, capabilities, and pathways necessary to execute its strategy and adapt to an evolving future of work.

RESPONSIBILITIES

Lead workforce readiness and strategic workforce planning efforts in close partnership with talent partners, talent acquisition, and senior leaders to align talent supply with evolving business needs Define and advance the enterprise future skills and capability strategy, enabling scalable, role-aligned development Drive career development and internal mobility initiatives to strengthen engagement, retention, and talent flow across the organization Shape and operationalize the enterprise talent philosophy and talent strategy in partnership with senior leadership Champion AI-enabled talent processes and workforce transformation to improve efficiency, insights, and employee experience Oversee succession planning and leadership pipeline effectiveness to ensure a strong bench for critical roles Set and monitor talent management performance metrics, and engage with external industry peers to benchmark practices Other duties as assigned

QUALIFICATIONS

Bachelor’s degree in Human Resources Management or related field Minimum ten years of HRBP/talent management experience or equivalent combination of education and experience Demonstrated experience leading and executing talent strategies that align with business priorities, including workforce planning, capability building, and succession Proven ability to partner effectively with senior leaders, talent partners, and cross-functional stakeholders to influence strategy and drive outcomes Strong track record of designing and scaling enterprise-wide talent initiatives (e.g., career development, internal mobility, leadership pipeline development) in a way that prioritizes team member experience and practical application Experience leveraging data, analytics, and workforce insights to inform decision-making and measure impact Demonstrated leadership capability, including building, coaching, and developing high-performing teams Strong change leadership skills with the ability to lead through transformation, including adoption of new processes, technologies, and ways of working Excellent communication, facilitation, and executive presence; able to engage and influence across all levels of the organization Experience with digital HR technologies (e.g., HRIS, talent systems, or AI-enabled tools) and a demonstrated ability to drive adoption Demonstrated success integrating AI, automation, or advanced technologies into talent or HR processes to drive efficiency and insights Experience building or evolving internal talent marketplaces, career frameworks, or skills-based workforce models Strong background in workforce analytics, scenario planning, or capability modeling to inform future workforce decisions Consulting or advisory experience (internal or external) supporting large-scale organizational or workforce transformations Ability to travel up to 25% A few benefits offered include: Medical and prescription drug plans that include no additional cost vision coverage Dental plan 401k retirement plan with a generous Mortenson match Paid time off, holidays, and other paid leaves Employer paid Life, AD&D, and disability insurance No-cost mental health tool and concierge with extensive work‑life resources Tuition reimbursement Adoption Assistance Gym Membership Discount Program The base pay range for this role is $153,300 – $230,000. (Actual range is higher for the following office locations: Denver, CO and Chicago, IL – 5%, Seattle, WA and Portland, OR – 10%, Washington, D.C. – 12.5%). Base pay is positioned within the range based on several factors including an individual’s knowledge, skills, and experience, with consideration given to internal equity. This position is eligible for Mortenson’s incentive plan. Please make note: Visa sponsorship is not offered for this position. Our postings are typically open a minimum of 5 days and an average of 44 days.

ABOUT MORTENSON

As a top builder, developer, and EPC (Engineering, Procurement, and Construction), our expertise spans markets like sports, renewable energy, data centers, healthcare, and more. We are builders at heart, working to ensure the built environment has a lasting positive impact. Let’s Redefine Possible® Equal Employment Opportunity Your uniqueness brings new and creative perspectives to the team. Mortenson is committed to providing equal opportunities of employment (EOE) to all individuals, regardless of your race, religion, gender, national origin, age, veteran status, disability, marital status or any other legally protected category. Other Items to Note Mortenson reserves the right to hire any individual without legal or financial obligation on unwanted solicitations. No agency emails, calls, or solicitations are accepted without a valid agreement. Must be currently legally authorized to work in the U.S. without sponsorship for employment visa status (e.g., H1B status, 0-1, TN, CPT, OPT, etc.). We are unable to sponsor or take over sponsorship of an employment Visa at this time. #J-18808-Ljbffr Mortenson