Director Talent Management (Raleigh-Durham-Chapel Hill Area)

Sunstates Security has spent decades earning the trust of clients who hand us the safety of their people and property. Our 7,500 security officers are the reason that trust holds. Now we are building a People function to match: proactive instead of reactive, data driven instead of instinct driven, and connected to the business instead of sitting beside it.

We hired our first ever Chief Human Resources Officer to lead that build. This is the role that makes it real. If you read a blank page as an invitation, love turning a messy spreadsheet into a clear story, and know how to change the way leaders think and act, this role was built for you.

Overview:

The Director, Talent Management is the leader who turns People strategy into something an officer at a site in Queens or Charlotte actually feels. This position leads our Regional HR Managers and HR operations team, owns employee engagement, HR system, data insights and designs the scalable programs and processes that carry every employee from their first application to their fifth anniversary.

Reporting directly to the Chief Human Resources Officer, the Director partners closely with Operations leadership and treats the business as the customer. Sunstates is a growing, PE backed company actively integrating acquisitions, so everything this leader builds must be simple, repeatable, and ready to scale.

KEY RESPONSIBILITIES

Regional HR Leadership & Employee Relations

• Lead, coach, and develop our Regional HR Managers, who together support approximately 7,500 officers across more than 1,400 client sites, moving the team from reactive case handling to true business partnership with Ops Managers and Regional Sales Managers.
• Own employee relations quality across the field, including consistent, defensible investigations completed within five business days and fully documented.
• Ensure every region keeps a current ER log, and analyze trends to spot problems before they become turnover, claims, or lost clients.
• Hold the region to our standard of Honesty, Integrity, and Trust, and know when to route matters to Legal.

Employee Engagement

• Build and own our engagement engine, including operationalizing WorkStep for ongoing feedback and launching an annual engagement survey with corporate action plans.
• Ensure every region turns survey feedback into a documented action plan within 7 and 30 days, and follow through until results move.
• Connect engagement directly to retention, coverage, and margin so leaders see it as a business lever, not a score.

Scalable Programs Across the Employee Lifecycle

• Design and launch programs across the full lifecycle, including onboarding and Day One orientation, internal mobility, new business start ups, recognition, and exits.
• Build processes simple enough to run at 1,400 sites and good enough that field leaders and officers notice the difference.
• Document standards and cross train so no process depends on a single person.
• Help integrate acquired companies so new employees experience one Sunstates from their first day.

HR Systems & Utilization

• Own the utilization and adoption of our HR systems, including our HRIS, Ethico, and WorkStep, so every tool is fully used, well configured, and trusted by the field.
• Ensure Ethico reports are triaged, routed, investigated, and closed with consistency, and that hotline trends inform how we lead.
• Partner with IT, Finance, Payroll, and Legal on integrations, upgrades, and new functionality, and train field leaders so systems make their work easier, not harder.

Data & Business Insights

• Own HR reporting and analytics, building the standard and ad hoc reports that connect HR to the numbers leadership watches, including hires, terminations, turnover, unbilled overtime, open positions, and Active Not Worked.
• Turn raw HRIS and ATS data into clear insights and action plans, and bring them into weekly conversations with Operations.
• Set the metrics and cadence that let us measure whether our programs are working.

Leadership & Change

• Shift mindsets and behaviors across field leadership so the new way becomes the easier way.
• Earn trust with tenured operators, bring people along, and protect the culture that makes this team good while building the systems around it.
• Partner with the CHRO on People strategy, organizational design, and building a foundation for scalable growth.

WHAT SUCCESS LOOKS LIKE

The Director, Talent Management is accountable for how the field experiences HR. Success looks like Regional HR Managers who operate as trusted business partners, engagement results that turn into action in every region, turnover and unbilled overtime trending in the right direction, and programs that run the same way at every site. Most of all, it looks like Ops leaders who call HR first, and a CHRO who trusts this leader completely.

QUALIFICATIONS

• 8+ years of progressive HR experience, including 3+ years leading HR managers or business partners across multiple locations.
• Experience supporting a large hourly or frontline workforce in security, facilities services, staffing, logistics, healthcare, hospitality, or a similar multisite environment.
• A track record of building engagement, onboarding, or talent programs from the ground up that scaled and moved measurable outcomes like retention or time to fill.
• Deep employee relations and investigations expertise, with sound judgment on escalation.
• Advanced Excel skills (pivot tables, lookups, dashboards) and experience building HR reporting from HRIS and ATS data. Familiarity with Phenom, WinTeam, or WorkStep is a plus.
• Proven ability to lead change and influence leaders who do not report to you.
• Experience with M&A integration or rapid growth strongly preferred. SPHR or SHRM SCP preferred.
• Ability to travel regularly to our regions and client sites.

OUR VALUES, IN THIS ROLE

Honesty means you tell leaders what the data says, even when it is not what they want to hear. Integrity means every investigation is fair and every program is built to last, whether anyone is watching or not. Trust means 7,500 officers and the leaders who support them can count on HR to show up, follow through, and make their work better. Together we rise.