Talent Management Specialist

Moss•Tampa, FL

About The Position

The Talent Management Specialist is responsible for talent acquisition, talent management and resource planning, and stewardship of the internship program. The role helps attract, develop, deploy, and retain talent while partnering with operational leaders and People Experience stakeholders. It takes a proactive, people-centered, data-informed approach to building talent pipelines, identifying workforce needs, developing future talent, and creating consistent experiences aligned with the company’s core values. The position manages recruitment for key roles, supports workforce and resource planning, contributes to performance and succession planning, and helps coordinate training and development. It also leads day-to-day internship program stewardship, from university and community engagement and intern recruitment through placement, development, performance monitoring, and consideration of extensions or full-time employment. The specialist tracks program and recruiting data and communicates updates, insights, and recommendations to leadership.

Responsibilities

Lead full-cycle recruitment for key positions, including sourcing, résumé screening, interview coordination and participation, selection support, offer coordination, and onboarding partnership.
Partner with hiring managers to develop clear job descriptions and use social media, networking, referrals, career events, and other approaches to source candidates.
Provide a professional and welcoming candidate experience from initial outreach through onboarding.
Maintain candidate pipelines and recruiting records, and provide recruitment reports and metrics to leadership.
Partner with leadership, strategy, and marketing teams to strengthen the employer brand.
Work with operational leaders to align talent allocation with current and anticipated workforce demands, using Brigit Bench, workforce data, job-site schedules, project dates, and direct communication.
Maintain accurate workforce and resource-planning data and provide leaders visibility into staffing needs, talent availability, project demands, and emerging gaps.
Support the performance-management cycle with the HR Pod and leaders, including goals, feedback, reviews, and personal development planning.
Partner with the HRBP, People Experience team members, and operational leaders to identify critical roles, high-potential team members, succession opportunities, and retention risks, and help develop plans for future roles.
Identify skill gaps and partner with departments on training and development initiatives; recommend learning opportunities and coordinate leadership training events with the HR Pod.
Lead day-to-day stewardship of the internship program and represent the organization at career fairs, campus events, and other talent-development opportunities.
Build relationships with schools, students, and community partners to promote internships and attract candidates.
Manage intern outreach, sourcing, screening, interviewing, candidate communications, and selection coordination.
Coordinate and facilitate the operational-leader interview committee by providing structure, communication, materials, schedules, selection guidance, and follow-up.
Partner with operational leadership to place interns at suitable job sites and with supervisors, balancing intern interests, development opportunities, operational needs, and future staffing possibilities.
Maintain contact with interns and job-site supervisors to monitor performance, engagement, learning, and experience; identify concerns and support development.
Gather supervisor feedback, performance information, intern interest, and business needs to support recommendations on internship extensions and full-time employment opportunities.
Track internship program data, including candidate activity, interviews, selections, placements, feedback, performance, extensions, full-time conversions, retention, and other success measures.
Prepare and communicate program updates, insights, recommendations, and metrics to leadership and the executive sponsor, supporting timely decisions and stakeholder alignment.
Evaluate internship program effectiveness and recommend improvements to recruiting, selection, onboarding, development, job-site support, supervisor engagement, and conversion outcomes.