Director of Talent Management at Michael Baker International

, , United States -

Full Time

Start Date

Immediate

Expiry Date

25 Mar, 26

Salary

160000.0

Posted On

25 Dec, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Organizational Effectiveness, Capability Building, Workforce Transformation, Performance Management, Career Development, Succession Planning, Change Management, DEI Strategy, Collaboration, Systems Thinking, Behavior Anchored, Strategic Thinking, Operational Rigor, Talent Assessment, Performance Enablement, Career Pathing

Industry

Civil Engineering

Description

DESCRIPTION We’re rebuilding the backbone of how this organization grows its people. This is not an HR “programs” job. This is a systems-thinking, behavior-anchored, future-shaping role for someone who knows how to build strategy, take strategy off the slide, roll up their sleeves, and embed it into how people work every day. This role combines strategic thinking with operational rigor, turning talent strategy into reality through disciplined execution and stakeholder alignment. If you’re tired of HR forms and box-checking and want to help build a modern talent ecosystem from the ground up, we want to meet you. As Director of Talent Management, you will lead the development and rollout of our core talent infrastructure: Capability model (foundational, functional, future-focused) Performance enablement (continuous, behavior-based, manager-driven) Talent assessment (modernized 9-box using range, agility, visibility) Career pathing (flexible, capability-based) Succession planning (targeted, strategic, bias-aware) You will collaborate with HRBPs, business leaders, L&D, and HR Ops to implement these initiatives within daily workflows. RESPONSIBILITIES Operationalize a company-wide capability model that integrates performance, career, and culture Co-lead the rollout of our new performance management system, moving from annual compliance to continuous feedback and coaching Redesign talent assessment practices—turning old 9-box tools into behavior-based, business-relevant insights Architect scalable career development frameworks Build the succession toolkit: clear processes, decision criteria, and coaching plans for leadership continuity Use change management protocols and partner with DEI leads to decentralize and embed equity principles into all talent systems and decisions Drive implementation by coordinating timelines, stakeholders, and resources to ensure smooth rollout of talent initiatives Own end-to-end execution of talent programs, ensuring deliverables from L&D, HR Ops, and business partners are integrated and deployed effectively Track adoption and impact via dashboards, feedback loops, and usage data and translate into actionable insights PROFESSIONAL REQUIREMENTS 5–7+ years in organizational effectiveness, capability building, workforce transformation, or related strategy roles (HR, business operations, consulting). Experience developing and implementing performance, career, or capability frameworks. In-depth knowledge of Oracle talent solutions, ideally managing large-scale implementations. Proven track record of improving how people work across various functions. Strong grasp of DEI strategy and its structural integration. Skilled at collaborating across matrixed HR and business teams. Builder mindset: hands-on, iterative, and adaptable. Able to turn strategy into effective operational systems. Experienced in navigating ambiguity and scaling solutions in complex settings. Clear communicator, open to constructive debate. Background in engineering or technology sectors. Bonus: Experience with distributed or fast-scaling teams. COMPENSATION The approximate compensation range for this position is $130,000 - $160,000. This compensation range is a good faith estimate for the position at the time of posting. Actual compensation is dependent upon factors such as education, qualifications, experience, skillset, and physical work location. BENEFITS We offer a comprehensive benefits package including: Medical, dental, vision insurance 401 (k) Retirement Plan Health Savings Account (HSA) Flexible Spending Account (FSA) Life, AD&D, short-term, and long-term disability Professional and personal development Generous paid time off Commuter and wellness benefits #LI-KR2 #LI-REMOTE

Responsibilities

The Director of Talent Management will lead the development and rollout of core talent infrastructure, including capability models and performance enablement. They will collaborate with various stakeholders to implement these initiatives effectively within daily workflows.