Senior Director, Talent

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 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 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 decisions.

• Represent the VP of People in select forums and initiatives as needed.

General responsibilities

• Maintain strict confidentiality when handling sensitive talent and organizational information.

• Perform additional duties as assigned, consistent with the scope and level of the role.

What you’ll need to be successful

Knowledge and judgment

• Deep knowledge of talent management practices, including succession planning, calibrations, and talent pool development.

• Strong understanding of organizational design principles, including career pathways and how job architecture and leveling connect to succession planning.

• Strong understanding of workforce planning and how to align people plans with business strategy.

• Sound judgment in ambiguous situations, with the ability to build structure and process where little exists.

Skills

• Strong ability to work with and interpret data, with fluency in using people analytics to support business decisions.

• Strong relationship-building skills, with the ability to build trust and credibility across HRBPs, HR Centers of Excellence, and business leaders.

• Strong change management skills, with the ability to build support and drive adoption for new processes and structures across a maturing HR function.

• Ability to think lean, simplifying and streamlining processes without adding unnecessary complexity.

• Strong organizational skills, with the ability to manage multiple priorities and drive execution.

• Strong verbal and written communication skills, with the ability to present clearly to senior leaders.

Mindset and approach

• Highly trusted, with the ability to operate with a high degree of autonomy and independent judgment.

• Comfortable with ambiguity, with the ability to build structure and drive execution independently.

• Able to build new structures and processes while bringing others along, particularly within a growing organization where the HR function is still maturing.

• Strong bias toward action and follow-through.

• Steady under pressure, with the self-awareness to know when to push and when to listen.

Technical

• Proficiency in Microsoft Office (Outlook, Word, Excel, PowerPoint); experience with HRIS platforms such as Workday, Oracle, or similar preferred.

• Familiarity with Workday people analytics tools and platforms, with the ability to interpret and apply data insights.

What you bring to us

Required

• Bachelor’s degree in human resources, business, or a related field.

• 10+ years of progressive HR experience, with 5+ years of leading teams, with significant experience in talent management, TA, or HR Ops.

• Demonstrated experience leading succession planning, calibration, and talent pool processes at an enterprise level.

• Demonstrated experience with organizational design, career pathways, or workforce planning.

• Can be a combination of education, training, and relevant experience.

Preferred

• Human Resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP).

• Experience in construction, energy, trades, or other project-based or field-heavy industries.

• Experience building HR or people infrastructure within a scaling HR function.

• Experience partnering directly with senior HR leadership in a strategic advisory capacity.

Travel

Up to 15%. This role requires occasional presence across Rosendin’s business units to support workforce planning, calibrations, and relationship building with HRBPs and business leaders.

Our success is rooted in our people. We all come together around long-term vision and a sense of shared ownership. As a group, we do whatever it takes to ensure the success of our business…and your career.

Rosendin is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law.