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Goodwill Houston · 3 weeks ago

Director of Talent Management

Greater Houston

Full-time

Onsite

Director/Executive

8+ years exp

Goodwill Houston is leading change by connecting people and advancing the future of work. The Director of Talent Management is responsible for comprehensive talent acquisition, development, employee experience, and internal communications strategy, ensuring alignment and preparedness during periods of growth and cultural change.

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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

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

Qualification

Talent acquisitionEmployee experience strategyLeadership development programsHR operationsChange leadershipAnalytical skillsCross-functional partnershipsMicrosoft applicationsCollaborationCommunication skills

Required

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