Job Title: Director of Talent Management Department: Human Resources (HR) Reports to: Senior Vice President of HR (SVP of HR) FLSA Status: Exempt Mission Support: Goodwill Houston (GWH) is leading change, connecting people, and advancing the future of work. We educate, train, and hire individuals with barriers to employment to help them thrive. We connect people, families, and communities to improve lives and meet today's and tomorrow's workforce needs. Powered, in part, by donations and retail customers, we change lives through the power of work. Position Summary: Reporting to the SVP of HR and serving on the HR Leadership Team, this role is responsible for comprehensive talent acquisition, talent development, employee experience, and internal communications strategy. It ensures employees are informed, aligned, and prepared during periods of growth and cultural change. This role ensures internal communications serves as a change-acceleration engine, while partnering closely with Community Relations to maintain one voice, one story, and one culture—internally and externally. Talent Management will create frameworks, operationalize strategies, and embed talent practices that transition the organization from reactive to intentional. Essential Duties and Responsibilities: Design and lead a strategic recruiting engine aligned with workforce planning, growth forecasts, and critical skill needs. Optimize hiring processes to enhance time-to-fill, quality of hires, and hiring manager capabilities. Collaborate with Community Relations on employer brand alignment to ensure recruiting messages accurately reflect the company's culture, values, and external brand positioning. Partner with HR Business Partners (HRBP) and business leaders to proactively address talent gaps and succession risk through development plans and coaching. Ensure candidate communications are consistent, engaging, and aligned with the employee experience promise. Architect leadership and professional development programs that align with GWH’s competencies and future-state needs. Lead the design of career pathways, success profiles, and frameworks for internal mobility. Oversee onboarding, early-career development, and leadership readiness programs aligned with yearly priority expectations. Integrate coaching, feedback, and continuous learning into the workplace and mobility culture. Own the employee experience strategy from onboarding to exit, ensuring it is consistent and intentionally designed to promote GWH’s Words We Live By. Lead Internal Communications while collaborating with HR Operations to strengthen culture, values, and engagement standards across all initiatives supporting the GWH organization. Leverage engagement data, exit insights, and listening strategies to inform targeted retention interventions. Champion a culture of accountability, inclusion, and performance excellence. Internal Communications (HR-led): Change messaging, culture transformation updates, leadership expectations, people programs, and internal experience Responsible for the internal communications strategy focused on: Enterprise changes, priorities, and transformation initiatives. Cultural expectations, leadership styles, and work methods. Talent programs, career development pathways, and associate resources. Serve as the primary HR partner with Community Relations to ensure alignment of internal and external messaging. Create a 12–36-month talent and internal communications plan aligned with GWH’s strategy. Provide executive-level insights to the Executive Leadership Team (ELT) on workforce readiness and change adoption for growth alignment. Perform other duties as assigned by management. Additional Responsibilities: Functions as an enterprise integrator rather than a functional owner. Leads with clarity, discipline, and empathy during change Build strong cross-functional partnerships, especially with Marketing and Operations. Balances speed, consistency, and credibility in messaging. Skilled communicator capable of engaging and influencing stakeholders across departments. Collaborative leader who builds trust and promotes accountability. Demonstrate professionalism and present a friendly, cooperative attitude. Adhere to all GWH Policies & Procedures, Loss Prevention & Safety Regulations, and GWH Guiding Principles. Ability to multitask, make quick decisions, and work in a team-oriented, fast-paced work environment. Must maintain an appropriate appearance and adhere to GWH's dress code Must safely conduct work and report all accidents and/or injuries immediately. Effectively use Microsoft applications, GPS, Internet/Intranet, and other systems and applications as determined appropriate by GWH. Understand and analyze financial statements, sales reports, and other reports required to operate a distribution operation successfully. Must be punctual and have dependable attendance. Adheres to local, state, and federal laws and regulations. Minimum Qualifications: A bachelor’s degree is required, a degree in Human Resources, Business Administration, or a related field, is preferred. A master’s degree is preferred. A minimum of eight (8) years of progressive HR experience, including HR operations, HRIS, total rewards, or governance leadership. Demonstrated experience developing HR infrastructure in a complex or rapidly scaling organization. Proven ability to lead through influence and collaborate across multiple HR functions and business lines. Excellent analytical, communication, and change-leadership capabilities. Key Performance Indicators (KPI): Associate understanding of enterprise priorities and cultural expectations Adoption of transformation initiatives and talent programs Improved engagement, retention, and early-tenure success Employer brand consistency across internal and external channels Physical Requirements/Work Environment: Ability to sit, stand, bend, and reach. Ability to lift, push, and pull up to 25 lbs. #J-18808-Ljbffr