Director of People & Talent Strategy

EG Professional•Grand Rapids, MI

1d•Onsite

About The Position

The Director of People & Talent Strategy serves as the strategic and operational HR leader for our client, overseeing the full employee lifecycle while building a scalable people function that supports continued growth across the nation. This role is ideal for an aspiring HR leader who thrives in a fast-paced, entrepreneurial environment and wants to join a high-performing team. This leader will oversee organizational design, talent acquisition and workforce planning, HR operations, and employee experience initiatives. The Director of People & Talent Strategy will partner closely with senior leadership to ensure HR practices reinforce business strategy, culture, and performance expectations.

Requirements

Strong talent foundation with experience across workforce planning, recruiting, development, and HR operations.
Experience coaching leaders, facilitating discussions, and resolving complex organizational issues.
Exceptional communication, consulting, negotiation, and relationship-building skills.
Ability to thrive in a startup-like, high-growth, high-change environment.
Strong project management skills with the ability to lead cross-functional initiatives.
Familiarity with HRIS and ATS platforms; data- and metrics-oriented approach.
Bachelor’s degree in Human Resources, Business, Psychology, Communications, or a related field required.
Proven progressive experience in HR or talent consulting, including leadership of recruiting and generalist functions.

Nice To Haves

Insurance industry experience is a plus.
Strong experience in organizational development, performance management, and leadership development strongly preferred.

Responsibilities

Align HR policies, programs, and talent strategies with our client’s organizational goals and growth plans.
Lead organizational design initiatives to support scalability, role clarity, and operational efficiency.
Act as a trusted advisor and coach to the executive team and business leaders, demonstrating strong stakeholder management capabilities.
Solve problems creatively with thoughtful consideration of organizational nuance and context.
Oversee full-cycle recruiting, manage the internal recruiting team, and drive talent pipeline development.
Lead workforce planning to ensure staffing needs align with business forecasts and departmental priorities.
Build external networks to strengthen employment branding and talent pipeline development.
Manage and develop a team of two direct reports within HR, aligning their goals to our client’s objectives and holding them accountable for performance.
Oversee HR programs including compensation, benefits, leave, investigations, employee relations, and compliance.
Support optimization of HRIS and ATS systems; promote data-driven HR decision-making.
Ensure compliance with federal, state, and local employment regulations.
Build or procure best-in-class training and leadership development programs to support organization-wide learning initiatives.
Oversee performance management, goal-setting, feedback cycles, and succession planning.
Lead employee engagement strategies, recognition programs, and retention initiatives.
Drive initiatives that promote our client’s mission, values, and evolving culture.
Create internal change management capabilities and manage employee communication related to organizational initiatives.
Collaborate with finance leadership on salary and compensation budgets, workforce investment planning, and wage structure alignment.
Proactively provide recommendations at both the organizational and individual levels for compensation models that are aligned with business goals, industry norms, and employee motivation.
Contribute to business strategy through people insights, labor forecasting, and HR metrics.
Serve as a trusted representative of our client, partnering with client executives who desire strategic coaching on HR-related topics.