Senior Director of Talent Management

Role summary

Solstice Consulting Group is hiring a Senior Director of Talent and Learning & Development Management for an EPC and infrastructure organization based in Dallas, Texas. This is a fully in-office position located in the North Dallas office, with travel of around 10% as needed.

The role is responsible for shaping and delivering the company’s talent strategy so the business can attract, develop, and keep high-performing people while supporting growth across operations. The position has oversight of Talent Acquisition, Workforce Planning, Learning & Development, Leadership Development, Succession Planning, Employee Relations, and Talent HRIS initiatives. The senior director will work closely with executive and operational leaders to ensure talent plans support business goals, expansion initiatives, mergers and acquisitions, and long-term workforce needs.

Compensation and work setup

The base pay is $180,000 to $200,000, depending on experience, plus a bonus opportunity of up to 25% and strong benefits.

This is a 100% office-based role in North Dallas with approximately 10% travel.

What you will do

• Build and execute an integrated talent strategy that supports company objectives, using data and metrics to guide planning and decisions.
• Work with executive leaders to anticipate future workforce requirements and create practical talent solutions.
• Own enterprise workforce planning so staffing approaches align with business forecasts and operational demand.
• Maintain talent inventories covering skills, certifications, leadership potential, and succession readiness.
• Provide strategic direction for recruiting across the organization.
• Create sourcing approaches for technical, leadership, campus, and high-volume hiring needs.
• Improve recruiting efficiency through technology, HRIS optimization, standardized processes, and strong operational practices.
• Develop talent pipelines that support expected business growth.
• Set recruiting KPIs and dashboards that offer clear insight into hiring performance.
• Oversee college relations and the intern program so campus hiring and early-career efforts support workforce planning and talent acquisition goals.
• Guide college partnership and campus engagement efforts, including career fairs, recruiting events, university partnerships, and internship program delivery.
• Put in place metrics and processes that strengthen the early-career pipeline and increase conversion of top interns into full-time hires.
• Create leadership development programs that prepare the company’s future leaders.
• Lead succession planning for executive and other critical roles.
• Define leadership competencies and build assessment methods for successor readiness.
• Use tools such as 360 feedback and leadership assessments to identify development needs.
• Partner with executives to create individual development plans for high-potential employees.
• Lead employee engagement survey activities, including administration, analysis, and reporting.
• Use workforce data and employee feedback to spot trends, opportunities, and areas of risk.
• Work with HR and business leaders to design and measure programs that improve engagement, retention, and the employee experience.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related discipline is required; a master’s degree is preferred.
• At least 10 years of progressive leadership experience in Talent Management, Human Resources, or Learning & Development.
• 7 or more years of leadership experience specifically in talent management are required.
• Prior leadership of recruiting and leadership development functions is expected.
• Hands-on experience implementing talent HRIS platforms, applicant tracking systems, and learning management systems.
• Strong working knowledge of employment law, organizational development, performance management, and succession planning.
• Excellent leadership, communication, and executive influence skills.
• Ability to lead effectively during growth, transformation, and organizational change.
• Comfort using workforce analytics and HR technology platforms.
• Experience in EPC, infrastructure, or engineering environments is preferred.
• Learning & Development leadership experience is required.

Additional information

This opportunity is intended for a senior HR leader who can connect talent strategy with business growth, operational forecasting, and organizational change. The role also supports M&A-related workforce planning and long-term succession needs.

Note

The posting references an intern program and college relations as part of the responsibilities, but it is a full-time senior leadership position.