Director, Talent & Performance

livingHR; Miami (FL); On-site; USD 150,000 - 190,000; Full time

Job summary

livingHR is seeking a Director of Talent & Performance to lead the talent acquisition function and broaden performance excellence across the organization. The role partners with operations leaders across corporate, project, and field environments and reports to the VP of People & Culture.

The ideal candidate is hands-on, business-minded, and skilled at running a high-volume talent department while coaching field leaders through tough performance conversations.

Qualifications

• Bachelor’s degree in HR, Business Administration, Organizational Development, or related field.
• 8+ years of progressive People & Culture or Talent Acquisition experience.
• 3+ years leading recruiting/People & Culture teams.
• Experience supporting field-based, multi-site environments.
• Practical experience with performance coaching, documentation, policy interpretation, and conflict resolution.
• Working knowledge of federal, state, and local employment law and People & Culture best practices.
• Experience using ATS, HRIS, and workforce data to guide decision-making.
• Excellent communication, coaching, and relationship-building skills across corporate and field teams.

Responsibilities

• Lead, coach, and develop the Talent Acquisition team with clear expectations and service levels.
• Develop and execute scalable recruitment strategies aligned to headcount goals.
• Oversee full-cycle recruiting for corporate, operations, project, and field-based roles.
• Build pipelines for hard-to-fill roles through industry relationships and programs.
• Manage recruiting vendors, platforms, and agencies to improve ROI.
• Partner with Marketing to strengthen employer branding and value proposition.
• Ensure a high-touch candidate experience reflecting company culture.

Skills

Leadership

Strategic thinking

Communication

Change management

Education

Bachelor's degree in HR/Business/Organizational Development

Tools

ATS

HRIS

Data analytics

Job description

Company Overview

A well-established general contractor generating more than $1 billion in annual revenue and known for delivering complex, high-profile construction projects in the Southeast. The company has built its reputation on safety, quality, integrity, and long-term relationships with clients, partners, and team members, and considers its people the foundation of that success. The organization is entering a significant growth phase, and this newly elevated role reflects its continued investment in the People & Culture function.

Position Summary

The Director, Talent & Performance leads the company’s talent acquisition function while taking on a broader mandate: strengthening how the organization manages performance excellence. The ideal candidate is a hands-on, business-minded talent leader who is equally comfortable running a high-volume talent department and coaching a field leader through a hard performance conversation. This person reports to the VP of People & Culture and partners closely with operations leaders across corporate, project, and field environments.

Key Responsibilities

Talent Management

• Team Management: Lead, coach, and develop the Talent Acquisition team, setting clear expectations, performance standards, and service-level expectations.

• Recruitment Strategy: Develop and execute scalable sourcing and recruiting strategies aligned to headcount goals, incorporating labor market insight and recruiting technology.

• Full-Cycle Execution: Oversee full-cycle recruiting for corporate, operations, project, and field-based roles.

• Pipeline Building: Build proactive pipelines for critical and hard-to-fill roles through industry relationships, referrals, community partnerships, and trade or technical programs.

• Vendor Management: Manage recruiting vendors, platforms, and agency relationships to improve quality, efficiency, and return on investment.

• Employer Branding: Partner with Marketing to strengthen the company’s employer brand and talent value proposition.

• Candidate Experience: Ensure a consistent, professional, high-touch candidate experience that reflects the company’s culture and standards.

Performance Management

• Performance Strategy: Lead the performance management process, coaching field and corporate leaders on quality goal-setting, feedback, and accountability conversations.

• Leader & Performance Support: Serve as the point of contact for leaders on day-to-day performance and conduct matters - policy interpretation, performance concerns, conflict resolution - partnering with the VP of People & Culture on complex matters, investigations, and corrective actions.

• Workforce Planning: Partner with the VP of People & Culture to identify workforce needs, talent gaps, and succession risks tied to the company’s growth plans.

Analytics & Continuous Improvement

• Data Dashboards: Track and report on key metrics, including time-to-fill, quality of hire, turnover, retention, pipeline health, and performance trends.

• Process Optimization: Continuously improve recruiting processes, ATS workflows, and reporting, including evaluation of AI-enabled tools.

• Executive Reporting: Provide regular updates to the VP of People & Culture on recruiting progress, workforce risk, and talent trends.

Required Qualifications

• Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.

• Experience: 8+ years of progressive People & Culture or Talent Acquisition experience, with meaningful responsibility across recruiting strategy, performance management, and people excellence.

• Leadership: 3+ years leading or developing recruiting or People & Culture team members.

• Environment: Strong experience supporting a field-based, multi-site, or workforce-intensive environment.

• People Excellence: Practical experience with performance coaching, documentation, policy interpretation, and conflict resolution.

• Knowledge: Working knowledge of federal, state, and local employment law and People & Culture best practices.

• Systems: Experience using ATS, HRIS, and workforce data to guide decision-making.

• Capabilities: Excellent communication, coaching, and relationship-building skills across both corporate and field teams.

Preferred Qualifications

• Experience in construction, real estate development, manufacturing, distribution, or another field-based, workforce-intensive industry.

• Experience with employer branding, recruitment marketing, or workforce development programs.