Director, Talent Management

Salary

• AL, FL, GA, TN Residents: $126,294 (min) - $167,340 (mid) - $208,385 (max)
• NC Residents: $130,200 (min) - $172,515 (mid) - $214,830 (max)
• DE, MD, PA, TX, VA Residents: $136,710 (min) - $181,141 (mid) - $225,572 (max) 
• DC Residents: $153,636 (min) - $203,568 (mid) - $253,500 (max) 
• CA, NY, NJ Residents: $158,844 (min) - $210,468 (mid) - $262,093 (max)

Location

• This is a hybrid position. Must be commutable to Baltimore, MD. 

Employment Type

• Full-time

Summary

The Director of Talent Management is a strategic leadership role responsible for developing and implementing a comprehensive talent management strategy to promote the success and development of our organization and its team members. This position oversees all aspects of talent acquisition, learning, and development, ensuring the organization attracts, develops, and retains top talent to meet current and future business needs.  At Fearless, we aim to identify and nurture multiple networks of talent that will impact the larger ecosystem we influence.  The ideal candidate will have a deep understanding of the unique challenges and opportunities presented by the government contracting industry and a proven track record of building and developing networks of talent in a way that changes the lives of team members and maximizes organizational performance. 

Impact:

The person in this role will be most successful if the following outcomes are realized: 

• Talent with the right skills is readily available to meet the needs of Fearless and its customers at the right time.  
• Team members can realize internal mobility and career growth due to our ability to provide opportunities to build skills and ultimately become the best in their respective fields.
• Internal business stakeholders will benefit from a strategic partner that helps them find opportunities to leverage our talent networks to provide the best resources for their program, project, and/or department needs.  
• Contribute to the success of Fearless by leading Learning & Development and Talent Acquisition teams to meet company expectations, including related metrics (ex, source to seat, etc.)
• Increase of desired skills within our talent networks to meet both current and future skill needs

Responsibilities:

Leadership and Strategy:

• Provide strategic leadership and direction to the talent management team, fostering a collaborative and results-oriented environment.
• Develop and implement talent management policies and procedures that align with the company's mission and values.
• Stay abreast of industry trends and best practices in talent management. Incorporate innovative approaches to attract and retain top talent.
• Collaborate with senior leadership to develop and execute a long-term talent strategy that supports the company's growth and success.

Learning and Development:

• Design and implement a comprehensive learning and development program that fosters employee growth, enhances skills, and promotes a culture of continuous learning.
• Identify training needs, develop strategy and implement tailored programs that address specific skill gaps and support career development.
• Utilize a variety of learning methods, including classroom training, e-learning, mentorship, and coaching, to provide a flexible and engaging learning experience.
• Evaluate the effectiveness of learning and development programs and make adjustments as needed to ensure maximum impact.

Talent Acquisition:

• Develop and execute a talent acquisition strategy that aligns with the company's business objectives and attracts top talent in the technology and government contracting sectors.
• Provide strategic guidance to the Talent Acquisition manager and team to support the development of talent internal and external talent networks.  
• Build and maintain relationships with key stakeholders, including hiring managers, executives, and external partners, to ensure effective talent acquisition.

Skills and Competencies:

This position requires independent practical application and understanding of the implications of the following competencies:  

Domain Knowledge: 

• Talent Acquisition: ability to demonstrate methods for creating and maintaining a positive employee value proposition and employment brand.  Ability to apply knowledge of best practices for external and internal sourcing, recruiting, and selection assessment
• Learning & Development:  ability to leverage skills and competencies of the workforce to meet the organization's current and future needs.  Ability to recommend, design, and implement learning and development programs.  Understanding adult learning theory and multiple learning and development approaches and techniques to support career development, career pathing/mapping, mentorship, on-the-job training, etc.
• Workforce Management:  Ability to apply knowledge of workforce planning approaches, techniques, and analysis to support knowledge management, retention, and internal mobility.  Ability to develop and implement succession planning programs and strategies.  

Evaluating Business Challenges:  

• Ability to partner with stakeholders to understand the current and future challenges and identify needs and opportunities for improvement. 
• Informs stakeholders about current and future threats and liabilities that jeopardize successful outcomes. 
• Advises stakeholders through collaboration and recommends solutions to ensure the attainment of business outcomes and support the organization’s strategic direction and long-term goals.  
• Approaches challenges with a proactive and solution-oriented mindset.

Leadership & Team Management:

• Ability to foster a collaborative and goal-oriented work environment.
• Proven ability to manage, coach, and develop high-performing teams focusing on achieving results.
• Strong ability to manage resources, budgets, and team performance metrics effectively.

Communication & Influence:

• Excellent communication skills, capable of articulating complex ideas to diverse audiences.
• Ability to build credibility, influence stakeholders, and advocate for strategic initiatives internally and externally.

Experience, Education & Certifications: A minimum of 10 years of progressive experience leading and managing talent acquisition, learning and development teams.  Experience in a government contracting environment is preferred.  SHRM-CP or SHRM-SCP certification preferred.  ATD member and/or certification preferred.  

Physical Requirements:

• Ability to sit for extended periods while working on a computer or during meetings.
• Must be able to travel occasionally as needed to attend conferences, company meetings or represent Fearless at professional events
• Ability to communicate effectively via phone, email, and in-person, requiring clear speech, listening, and written communication skills.
• Ability to move within an office environment, using office equipment, and occasional light lifting (up to 10 pounds).