Talent Management Program Director

J.E. Dunn Construction Group Inc P•Kansas City, MO

3d•Hybrid

About The Position

The Talent Management Program Director leads the design, planning, implementation, communication, administration, and continuous improvement of JE Dunn's enterprise talent management programs, with primary accountability for performance management, talent review, and succession planning. This role translates talent strategy into scalable programs, processes, tools, and resources that support business priorities and strengthen the employee and leader experience. All activities will be performed in support of the strategy, vision, and values of JE Dunn.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, Industrial-Organizational Psychology, or a related field (Required).
In lieu of the above requirement, an equivalent combination of relevant education and experience will be considered.
10+ years of progressive Human Resources, Talent Management, Organizational Development, or related experience (Required).
Demonstrated experience designing and leading enterprise performance management, talent review, and succession planning programs and cycles (Required).
Strong knowledge of enterprise performance management, talent review, succession planning, talent assessment, calibration, leadership pipeline, and development-planning practices.
Business acumen with the ability to connect talent programs to organizational priorities, workforce capability needs, employee development, and business outcomes.
Demonstrated ability to translate talent strategy into scalable processes, operating models, tools, communications, and measurable program outcomes.
Strong program and project management capabilities, including governance, work planning, risk management, stakeholder coordination, implementation, and continuous improvement.
Ability to influence and build alignment across HR and business stakeholder groups without relying on direct authority or routine Executive Leadership Team interaction.
Strong analytical judgment and ability to interpret talent data, identify trends and risks, and convert findings into clear recommendations and decision-support materials.
Experience leading organizational change through stakeholder engagement, communications, training, readiness planning, adoption support, and reinforcement.
Strong consultation, facilitation, written communication, presentation-development, and instructional-design skills for varied HR, manager, and employee audiences.
Ability to operate at both strategic and tactical levels, balancing long-term program design with detailed cycle execution and administration.

Nice To Haves

Proficiency with SAP SuccessFactors Performance & Goals, Succession & Development, or similar talent management systems (Preferred).

Responsibilities

Lead the enterprise-wide design, planning, execution, administration, and continuous improvement of performance management, talent review, and succession planning programs, processes, tools, calendars, and governance.
Own the end-to-end performance management cycle, including goal setting, ongoing feedback, year-end evaluation, calibration support, process guidance, system readiness, communications, training, and completion monitoring.
Ensure performance management programs and processes reinforce business priorities, accountability, meaningful employee development, and a consistent manager and employee experience.
Lead the talent review and succession planning cycles, including process design, talent assessment frameworks, calibration resources, succession data collection, readiness definitions, development planning, and progress tracking.
Partner with HR Business Partners, HR Shared Solutions, People leadership, HRIS, Communications, and other stakeholders to coordinate program delivery, clarify roles, and support consistent execution across the company.
Prepare accurate, concise, and leadership-ready talent materials, reports, presentations, training content and decision-support resources for use by People leaders and HR Business Partners in leadership discussions.
Serve as a subject matter expert and program consultant to HR and business stakeholders, providing guidance on the effective application of performance management, talent review, and succession planning processes.
Design and deliver practical communications, training, job aids, toolkits, and process documentation that help managers, employees, and HR partners understand and consistently execute talent programs.
Use talent, performance, succession, participation, and process data to monitor program effectiveness, identify trends and risks, and recommend improvements aligned with strategic objectives.
Partner with HRIS and technology teams to define business requirements, test system functionality, improve workflows, maintain data integrity, and optimize the user experience within SuccessFactors or similar talent systems.
Lead cross-functional project plans and change management activities for new or enhanced talent programs, including stakeholder analysis, communications, training, readiness, adoption, and reinforcement.
Monitor external practices and emerging talent management trends, evaluate their relevance to JE Dunn, and introduce practical improvements that strengthen the employee and manager journey.
Handle highly sensitive performance, talent, and succession information with appropriate discretion, judgment, and confidentiality.