Talent Resource Manager

StyleCraft Homes•Richmond, VA

9d•Hybrid

About The Position

StyleCraft Homes is seeking a Talent Resource Manager to champion their culture and lead the full team member experience, from the first interview to the last day. This role is for a people-focused professional who enjoys building relationships, finding great talent, helping people grow, and handling difficult conversations with honesty and respect. The Talent Resource Manager will report directly to the Vice President and serve as a trusted resource for all team members across the office, sales centers, and job sites. This position will own hiring, onboarding, retention, recognition, employee relations, and corrective action, ensuring all people decisions align with the company's Brand Promises and Values. The ideal candidate is approachable and people-facing, with the judgment and steadiness to handle difficult conversations. While payroll, compensation, and benefits administration are managed by the Finance team, this role will partner closely with them. The role is focused on culture and the employee lifecycle.

Requirements

5+ years of progressive experience in human resources, talent acquisition, or employee relations
Proven success owning full-cycle recruiting for a range of roles, from office and sales to field and construction positions.
Hands-on experience with employee relations, workplace investigations, corrective action, and terminations.
Working knowledge of federal and Virginia employment law, including EEO, anti-harassment, and Form I-9 requirements.
A natural relationship builder who is approachable, trusted, and comfortable leading difficult conversations.
Sound judgment and discretion with sensitive and confidential information.
Highly organized with strong follow-through and the ability to manage many open hires and issues at once.
Comfortable using data to spot trends and recommend action.
Proficiency with applicant tracking/HRIS systems and Microsoft Office.
Ability to travel locally to sales centers, model homes, and job sites.

Nice To Haves

Experience in homebuilding, construction, real estate, or another field-based industry is a plus.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

Responsibilities

Serve as the champion of StyleCraft's mission, Brand Promises, and Values across every team.
Build and lead an annual Culture Plan, including quarterly culture, team-building, and community service events.
Run annual engagement and quarterly pulse surveys, and turn the results into practical action plans.
Stay visible in the office, sales centers, and job sites to see our culture in practice.
Lead our recognition program, including Values-based recognition, service anniversaries, and milestone celebrations.
Own full-cycle hiring for all positions, from requisition through offer acceptance.
Partner with hiring managers to define needs, keep job descriptions current, and set hiring timelines.
Source candidates through job boards, referrals, social media, schools, trade programs, and industry networks.
Screen for both capability and alignment with our Values using structured, values-based interviews.
Train hiring managers on consistent, fair, and legally compliant interviewing.
Deliver a Relationship Centered candidate experience-including for candidates who aren't selected.
Own the new hire experience from offer acceptance through the first 90 days, including orientation and 30/60/90-day check-ins.
Conduct stay interviews and exit interviews, and use what you learn to shape our retention strategy.
Partner with leaders on career paths, succession planning, internal promotion, and leadership development.
Support our bi-annual performance review process with tools, timelines, and manager coaching.
Be an approachable resource for team members to raise concerns, questions, and conflicts.
Facilitate conversations that resolve conflict constructively and in a Solution Oriented way.
Coach leaders to address issues early, directly, and respectfully.
Conduct thorough, impartial, and well-documented workplace investigations.
Guide leaders through corrective action and performance improvement plans, and plan and conduct separations with dignity and professionalism.
Maintain the Employee Handbook and people-related policies in partnership with leadership and outside counsel.
Ensure hiring, corrective action, and separation practices comply with federal, state, and local employment law.
Maintain accurate and confidential personnel files.
Track and report talent metrics such as turnover, retention, time-to-fill, and engagement.
Recommend process and technology improvements that make the team member experience better.