Director of Talent

Every moment of every day, people around the world rely on the energy they access through infrastructure built by Quanta. Comprising the largest skilled-labor force in North America, our employees are highly skilled and innovative, continually working to connect people and power. We're building the infrastructure that supports the energy transition, and there are more opportunities than ever to be part of our team. Join us and build your career building a brighter future. Imagine what you could do here. We encourage, inspire, and support our people to seize opportunities in our corporate office and with hundreds of our operating companies worldwide that provide solutions for the utility, renewable energy, electric power, industrial, and communications industries. Quanta actively promotes and maintains a culture of belonging where all employees can be themselves, live their values, and find opportunities to succeed. When you join our team, you join a dynamic organization in which career development is encouraged, excellence is rewarded, and diversity is prized. Come find out how our people power modern life. About this Role Quanta Services is seeking a Director of Talent to serve as a strategic leader across the full talent lifecycle. This role provides leadership and operational oversight across four core pillars — Talent Acquisition, Talent Management, Internship Program, and Mentorship Program — partnering with business unit leaders and functional department heads to attract, develop, and retain top talent in alignment with Quanta's strategic goals and culture. The Director of Talent works closely with the HR function on compliance, employment law, policy, and HR operational matters, while maintaining active partnerships across the organization to ensure talent strategies are aligned with business priorities. What You’ll Do Talent Acquisition & Recruiting Operations Own full-cycle talent acquisition strategy across all levels and business functions, ensuring alignment with workforce planning priorities and growth objectives; Design and continuously improve recruiting workflows, applicant tracking systems, and sourcing strategies to increase efficiency, quality, and candidate experience; Partner with hiring managers to develop compelling job profiles, competency frameworks, and structured interview guides that support consistent and equitable hiring decisions; Build and manage a robust talent pipeline through proactive sourcing, university partnerships, professional networks, and targeted outreach campaigns; Track and report on key recruiting KPIs including time-to-fill, cost-per-hire, quality of hire, and offer acceptance rates, using data insights to drive continuous improvement; Drive employer branding initiatives in alignment with marketing and senior leadership to enhance Quanta's visibility and reputation as an employer of choice; and Ensure equitable, inclusive, and legally compliant hiring practices across all recruiting activities, maintaining full adherence to applicable federal and state employment regulations. Talent Management & Development Lead the design and execution of performance management cycles, including goal-setting frameworks, mid-year reviews, and annual evaluations that drive accountability and growth; Build and maintain succession planning frameworks that proactively identify, assess, and develop high-potential employees across business units and leadership levels; Create and oversee leadership development programs, cohort learning experiences, and individualized development plans that accelerate professional growth and organizational readiness; Develop career pathing frameworks that provide employees with clear, transparent growth trajectories across functions, levels, and disciplines; Partner with business leaders to assess organizational capability gaps and design targeted, scalable solutions that address current and future talent needs; Champion a culture of continuous learning, constructive feedback, and professional growth throughout the organization; and Analyze workforce data and talent analytics to inform retention strategies and enterprise-wide talent planning decisions. Internship Program Provide strategic oversight of the internship program from initial design through execution, evaluation, and continuous improvement; Collaborate with department heads to identify intern needs, define meaningful project assignments, and ensure program structure delivers genuine professional value; Develop comprehensive intern onboarding, orientation, and cohort experience programming that reflects Quanta's culture and professional standards; Establish clear performance expectations, structured check-in cadences, and formal feedback mechanisms to support intern growth and program accountability; Maintain and grow relationships with universities, colleges, and academic institutions to build a strong and sustainable intern pipeline; and Track intern-to-full-time conversion rates, program satisfaction metrics, and outcome data, presenting findings to leadership to guide annual program investment decisions. Design, launch, and manage a formal mentorship program that is accessible and valuable for employees across all levels and functions; Develop thoughtful mentor-mentee matching criteria, program structures, and mutual commitment frameworks that promote meaningful and productive relationships; Create curriculum, structured conversation guides, and milestone touchpoints to support participant success and sustained engagement throughout program cycles; Measure program engagement, satisfaction, and development outcomes through surveys and data collection, iterating on program design based on results; Train and coach mentors in effective coaching, active listening, and development-focused practices; and Foster a mentorship culture that connects to broader talent development strategies, succession planning goals, and organizational capability building. What You’ll Bring Required Education and Experience Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a closely related field; 8 or more years of progressive HR or talent experience, with at least 3 to 5 years in a formal leadership role overseeing talent functions or teams; Demonstrated expertise in full-cycle recruiting, talent management, and workforce planning across multiple business units or functional areas; Proven ability to build and scale programs — including internship, mentorship, and leadership development initiatives — from the ground up within a complex organization; Strong data literacy with the ability to interpret talent metrics, conduct workforce analysis, and translate insights into strategic recommendations; Hands‑on experience with HRIS platforms, applicant tracking systems, and performance management tools; Working knowledge of federal and state employment law and HR compliance requirements governing the full employment lifecycle; and Experience applying organizational development principles, including change management, organizational design, and culture assessment. Preferred Education and Experience Master's degree in Human Resources, Organizational Development, Business Administration, or a related discipline preferred; Advanced HR certification such as SHRM-SCP, SPHR, or equivalent preferred; Industry experience in energy, infrastructure, construction, engineering, or technical services sectors preferred; Demonstrated track record of building employer branding strategies and talent marketing initiatives that measurably improve candidate attraction and quality preferred; and Experience administering and interpreting organizational assessment tools, including employee engagement surveys, 360-degree feedback instruments, and culture diagnostics a plus. Licenses / Certifications Required: N/A Preferred: SHRM-SCP or SPHR; advanced HR or organizational development certification Supervisory Responsibilities Yes — this role provides leadership over the talent acquisition function and talent development programs, and may directly supervise recruiters, coordinators, and program staff. Travel Requirements Travels: Yes Percent of time: 15-25%, driven by university partnerships, campus recruiting, and business unit engagement Overnight required: Yes Physical Demands Stationary Position: Frequently Pushing/Pulling/Reaching: Seldom Climb: N/A Kneel: N/A Grab: N/A Lift/carry over: Less than 10 LBS Vision: Constantly Hearing: Frequently Working Conditions Wet or Humid: N/A Working near or on moving mechanical parts: N/A Working near or on heavy machinery: N/A Working in high places: N/A Exposed to fumes or airborne particles: N/A Exposed to toxic or caustic chemicals: N/A Frequency of working in outdoor weather conditions: N/A Work with Electricity: N/A Work with explosives: N/A Work on or near a source of radiation: N/A Other Environmental Factors including weather conditions: N/A Note: This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, working conditions, physical demands, and activities may change or new ones may be assigned at any time with or without notice. Equal Opportunity Employer Quanta provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. #J-18808-Ljbffr