Talent Management Specialist

Key Responsibilities

Talent Acquisition & Recruitment

• Full-Cycle Recruitment
• Lead and manage the recruitment process for key positions across departments, including candidate sourcing, résumé screening, interview coordination and participation, selection support, offer process coordination, and onboarding partnership.
• Job Descriptions & Candidate Sourcing
• Partner with hiring managers to develop clear, compelling job descriptions that accurately reflect role requirements and our culture.
• Leverage social media, networking, referrals, career events, and other sourcing strategies to identify high-quality candidates.
• Candidate Experience
• Deliver a seamless, professional, and welcoming candidate experience from initial outreach through onboarding, ensuring candidates encounter a process that reflects our core values and commitment to creating the exceptional.
• Applicant Tracking & Reporting
• Maintain accurate candidate pipelines and recruiting records leveraging systems as much as possible.
• Provide timely recruitment reports and metrics to leadership, highlighting hiring progress, effectiveness, trends, opportunities, and areas for improvement.
• Employer Branding
• Partner with leadership, strategy, and marketing teams to strengthen the organization’s employer brand and promote the company as an employer of choice.

Talent Management, Retention & Resource Planning

• Resource Planning & Utilization
• Partner with operational leaders to align talent allocation with current and anticipated workforce demands.
• Use Brigit Bench, workforce data, job-site schedules, project start and end dates, and direct communication with leaders to support effective resource planning and optimal use of team members’ bench time.
• Data Accuracy and Workforce Visibility
• Help maintain accurate, timely workforce and resource-planning data in company systems.
• Ensure leaders have clear visibility into staffing needs, talent availability, project demands, and emerging gaps.
• Performance Management
• Partner with the HR Pod and leaders to support the performance-management cycle, including performance goals, feedback, reviews, and personal development planning.
• Succession Planning
• Partner with the HRBP, People Experience team members, and operational leaders to identify critical roles, high-potential team members, succession opportunities, and potential retention risks.
• Help develop plans that strengthen the pipeline for key future roles.
• Training & Learning
• Identify skill gaps and partner with departments to support training and development initiatives that build team-member capability.
• Recommend learning opportunities, and partner with the HR Pod to coordinate and optimize leadership training events.

Internship Program Management

• Program Stewardship and Strategy
• Lead the day-to-day stewardship of the internship program, helping create a high-quality experience that builds a sustainable pipeline of future talent and reflects our purpose of empowering people to create the exceptional.
• University, Career Fair, and Community Engagement
• Represent the organization at career fairs, campus events, and other talent-development opportunities.
• Build relationships with schools, students, and community partners to promote internship opportunities and attract candidates aligned with the organization’s values and workforce needs.
• Intern Recruitment and Selection
• Manage the internship candidate process, including outreach, sourcing, screening, interviewing, candidate communications, and selection coordination.
• Ensure candidates experience a professional, equitable, and engaging process from first contact through placement.
• Interview Committee Leadership
• Coordinate and facilitate the committee of operational leaders who participate in interviewing and selecting interns.
• Provide structure, communication, interview materials, schedules, selection guidance, and timely follow-up to support consistent, thoughtful, and data-informed decisions.
• Intern Placement and Job-Site Alignment
• Partner with operational leadership to place interns at appropriate job sites and with supervisors who can provide meaningful learning, support, and exposure to the business.
• Align placements with intern interests, developmental opportunities, operational needs, and future staffing possibilities.
• Intern Performance, Development, and Experience
• Maintain regular contact with interns and job-site supervisors to monitor performance, engagement, learning progress, and overall experience.
• Identify and address concerns early, support meaningful development opportunities, and help ensure each intern receives a consistent experience aligned with our core values.
• Extension and Full-Time Employment Recommendations
• Gather supervisor feedback, performance information, intern interest, and business needs to support recommendations regarding internship extensions and full-time employment opportunities.
• Facilitate timely communication and coordination among interns, supervisors, operational leaders, and HR stakeholders.
• Program Metrics and Leadership Communication
• Track and maintain accurate internship program data, including candidate pipeline activity, interviews, selections, placements, supervisor feedback, intern performance, extensions, conversions to full-time employment, retention, and other relevant measures of program success.
• Executive and Leadership Alignment
• Prepare and communicate clear program updates, insights, recommendations, and metrics to the broader leadership team and executive sponsor.
• Ensure program stakeholders remain aligned, decisions are timely, and improvements are guided by reliable data and operational feedback.
• Continuous Improvement
• Evaluate the internship program’s effectiveness and recommend enhancements to recruiting practices, selection processes, onboarding, intern development, job-site support, supervisor engagement, and long-term conversion outcomes.