Director, Talent Management

McCarthy Holdings, Inc.; Dallas (TX); On-site; USD 180,000 - 260,000; Full time

Job summary

McCarthy Holdings, Inc. seeks a Director of Talent Management to own the enterprise talent strategy and operating model across reviews, performance, development, and mobility.

The role partners with HR and business leaders to translate priorities into practical programs that strengthen leadership, pipelines, and growth. The ideal candidate combines strategic vision with execution discipline, builds networks, and leads through influence to modernize talent systems and improve decisions,

Qualifications

• Minimum 10 years of progressive experience in Talent Management or related fields.
• Proven track record designing enterprise talent review, succession planning, and leadership development.
• Experience translating business priorities into talent strategies and driving adoption across regions.
• Experience using talent data to measure effectiveness and inform leadership decisions.
• Experience leading teams and managing external vendors or partners.

Responsibilities

• Owns enterprise talent management strategy and execution plan aligned with business priorities.
• Designs an integrated operating model across talent review, performance, development, and mobility.
• Establishes governance and operating rhythms for enterprise talent processes.
• Partners with HR Leaders and business leaders to align talent priorities with strategy.
• Ensure fairness and consistency across talent processes for all personnel.
• Leads talent review discussions with senior leaders and HR Partners.
• Supports internal mobility and talent movement across units.
• Leads modernization of talent systems and infrastructure.

Skills

Talent Management

HR Business Partnering

Organizational Development

Leadership Development

Talent Data

Education

Bachelor's degree

Advanced degree or certification

Job description

The Director, Talent Management owns the enterprise talent management strategy and operating model for McCarthy. This role connects the dots across the full talent lifecycle — integrating talent review, performance management, development, and mobility into a cohesive system that works together, not in silos. It translates business priorities into practical processes, programs, and tools that strengthen leadership capability, build critical pipelines, and support organizational growth — while rolling up their sleeves to design and execute.

The Director establishes consistent talent practices across the organization, partners closely with HR Business Partners and business leaders to address talent risks and advance internal mobility, and uses data and insights to continuously improve the effectiveness of McCarthy’s people practices. This role is also responsible for modernizing the systems, infrastructure, and technology that support talent management — building an integrated, scalable foundation that enables better decisions, stronger outcomes, and a better experience for leaders, managers, and employees.

The ideal candidate is a curious, entrepreneurial, and masterful collaborator who brings both strategic vision and execution discipline — someone who knows how to use the system, build the network, and lead through influence.

RESPONSIBILITIES

• Owns the enterprise talent management strategy and execution plan, translating McCarthy’s business priorities and Strategic Anchors into clear, actionable talent priorities.
• Connects the dots across talent review, performance management, development, succession, and mobility — designing an integrated operating model where these processes reinforce and inform each other.
• Establishes frameworks, standards, governance, and operating rhythms for enterprise talent processes — ensuring practices are scalable, consistently applied, and appropriately flexible for business unit and functional needs.
• Partners with HR Business Partners, HR leadership, and business leaders to identify current and future talent needs and align talent priorities with business strategy.
• Ensures fairness and consistency across talent processes — including talent review, succession planning, performance management, development, and mobility — so all talent is identified, developed, and advanced based on capability and potential.

Talent Review & Succession Planning

• Owns the enterprise talent review and succession planning process end-to-end: process design, annual cycle management, talent assessment, succession readiness, development planning, and follow-through.
• Leads talent review discussions with senior leaders and HR Business Partners, ensuring ratings and assessments are applied consistently, objectively, and with integrity.
• Identifies critical talent risks, succession gaps, and readiness concerns and partners with leaders to address them; tracks succession coverage and provides visibility into areas of risk and opportunity.
• Partners with HR Business Partners and business leaders to support internal mobility and talent movement across business units and functions.

Performance Management & Manager Effectiveness

• Owns the enterprise performance management framework — goal setting, ongoing feedback and coaching, performance assessment, and development planning.
• Equips managers with tools, resources, and expectations to effectively manage performance and development; builds manager capability in coaching, feedback delivery, and performance differentiation.
• Uses data, feedback, and business insights to continuously improve performance processes and strengthen accountability and outcomes.

Leadership & Talent Development

• Identifies leadership and critical capability gaps through talent reviews, business priorities, and organizational data.
• Partners with Talent Development, HR Business Partners, and business leaders to design and deliver targeted development for leaders, managers, and critical talent populations — ensuring programs go deep on real business problems.
• Develops and launches an assessment strategy that create consistent standards, shared language, and practical tools for leaders across the organization.

Talent Insights, Technology & Continuous Improvement

• Leads the modernization of talent systems, processes, and infrastructure — evaluating current technology, identifying integration gaps, and building a roadmap that improves usability, reduces friction, and enables better talent decisions.
• Establishes success measures for enterprise talent programs and partners with HR Analytics to develop reporting that provides visibility into pipeline health, succession readiness, mobility, and development.
• Translates talent data and engagement insights into clear recommendations and actions for HR and business leaders.
• Leads continuous improvement efforts that simplify talent processes, improve the leader and employee experience, and increase adoption.
• Manages external vendors and partners, including selection, performance, and evaluation.
• Stays current on external talent trends, tools, and emerging practices and brings relevant recommendations forward.

Stakeholder Engagement & Team Leadership

• Builds trusted relationships with senior leaders, HR Business Partners, and HR Centers of Excellence; leverages internal networks and cross-functional interdependencies to drive alignment and adoption.
• Communicates talent strategies, data, and recommendations in a practical, business-focused manner — making complex concepts simple and actionable.
• Leads, develops, and coaches direct reports through performance management, talent planning, and day-to-day guidance.
• Serves as an active thought leader within HRLT and cross-functional leadership communities; models McCarthy values and “We, Not I” in all interactions.

QUALIFICATIONS

• Bachelor’s degree in Human Resources, Organizational Development, Business, or a related field, or equivalent experience.
• Advanced degree or relevant certification preferred.
• Certification in coaching, talent assessment, or assessment tools (e.g., 360 feedback, CliftonStrengths) preferred.
• Minimum 10 years of progressive experience in Talent Management, HR Business Partnering, Organizational Development, Learning & Development, or a related field in a complex, multi-business-unit organization.
• Proven track record designing and executing enterprise talent review, succession planning, performance management, and leadership development processes.
• Demonstrated experience translating business priorities into talent strategies and driving adoption across functions, geographies, and organizational levels.
• Experience using talent data and organizational insights to measure effectiveness, identify risks, and inform leadership decisions.
• Experience leading and developing teams and managing external vendors and partners.
• Construction or related industry experience helpful, but not required.

McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status.
McCarthy’s Talent Acquisition Team is the only authorized representative permitted to engage with external search firms, staffing agencies, or other third-party recruiting partners. McCarthy maintains an Approved Agency List for recruiting partners, which is reviewed and updated annually.
McCarthy will only consider submissions from agencies with a signed fee agreement in place for the current year. McCarthy does not accept unsolicited resumes, candidate submissions, or referrals from agencies that do not meet these requirements.
If a candidate is submitted without an active agreement, McCarthy will have no obligation to pay any fees and reserves the right to contact, engage, interview, or hire such candidate(s) without any financial or other responsibility to the submitting agency. Unsolicited resumes, including those sent directly to hiring managers or other employees, will be considered the property of McCarthy.