Talent Management Specialist

mosscm; Tampa (FL); On-site; USD 65,000 - 95,000; Full time

Job summary

Moss is seeking a Talent Management Specialist to lead talent acquisition, retention, and resource planning across departments. The role partners with operations and People Experience to build strong pipelines, support workforce planning, and drive a data-informed people strategy aligned with Moss' values.

Responsibilities include end-to-end recruitment, job description development, employer branding, internship program stewardship, and succession planning to ensure Moss executes on complex

Qualifications

• Experience in full-cycle recruitment and talent management.
• Ability to build compelling job descriptions reflecting culture.
• Experience with applicant tracking systems and reporting.
• Strong employer branding and campus engagement.
• Skill in resource planning and utilization across projects.
• Knowledge of succession planning and performance management.
• Experience coordinating internship programs.
• Excellent communication and stakeholder management.
• Data-driven approach to workforce visibility.

Responsibilities

• 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.
• Develop clear, compelling job descriptions reflecting role requirements and our culture; leverage social media, networking, referrals, career events, and other sourcing strategies.
• Deliver a seamless, professional candidate experience from initial outreach through onboarding, reflecting core values.
• Maintain accurate candidate pipelines and recruiting reports; provide timely recruitment metrics to leadership.
• Strengthen the organization's employer brand with leadership, strategy, and marketing collaboration.
• Partner with operational leaders to align talent allocation with current and anticipated workforce demands; use data sources to inform planning.
• Help maintain workforce data in company systems; ensure leaders have visibility into staffing needs and gaps.
• Support the performance-management cycle with goals, feedback, reviews, and development planning.
• Identify critical roles and high-potential team members; develop succession opportunities and retention strategies.
• Identify skill gaps and coordinate learning opportunities with departments to build capabilities.
• Lead day-to-day stewardship of the internship program and strategy to build a future talent pipeline.
• Represent Moss at career fairs and community events to promote internship opportunities.

Skills

Full-cycle recruitment

Talent management

Employer branding

Data-driven decisions

Workforce planning

Stakeholder collaboration

Interpersonal skills

Job description

Company Overview

Moss is a national privately held construction firm providing innovative solutions resulting in award-winning projects. With regional offices across the United States, Moss focuses on construction management, solar EPC, and design-build. The company's diverse portfolio encompasses a wide range of sectors, including luxury high-rise residential, landmark mixed-use developments, hospitality, K-12 and higher education, justice, solar energy and battery storage, and sports. Moss is ranked by Engineering News-Record as the nation's top solar contractor and one of the top 50 general contractors. Moss prides itself on a strong entrepreneurial culture that honors safety, quality, client engagement, and employee development. Its employees consistently rank Moss as one of the best places to work.

Talent Management Specialist

The Talent Management Specialist is responsible for talent acquisition, talent management and resource planning, and internship program stewardship. This position helps attract, develop, deploy, and retain exceptional talent while partnering closely with operational leaders and People Experience stakeholders.

Guided by our purpose to empower people to create the exceptional , this role brings a proactive, people-centered, data-informed approach to building strong pipelines, identifying workforce needs, developing future talent, and creating consistent experiences aligned with our core values.

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