Talent Manager (HR Business Partner)

The Perkins & Will Group Inc; Denver (CO); On-site; USD 120,000 - 140,000; Full time

Job summary

An established industry player is seeking a dynamic Talent Manager to lead their HR initiatives in Denver. This role encompasses developing and executing talent strategies, managing recruitment processes, and ensuring compliance with employment standards. The ideal candidate will possess exceptional interpersonal skills, a strong background in HR practices, and a commitment to fostering a diverse and inclusive workplace. Join a forward-thinking team that values equity and innovation, where your contributions will directly impact the company culture and employee satisfaction.

Qualifications

• 10+ years of experience in Human Resources, preferably in A/E/C industry.
• Proficient in Microsoft Suite and HRIS products.

Responsibilities

• Develop and execute talent strategies for current and future needs.
• Manage the talent acquisition process and provide mentorship to employees.

Skills

Interpersonal Skills

Communication Skills

Data Analysis

Conflict Resolution

Emotional Intelligence

Teamwork

Active Listening

Education

Bachelor's degree in Human Resource Management

Tools

Microsoft Suite

UKG Pro

Job description

The Denver Studio Talent Manager serves as a trusted advisor to studio leadership with core responsibilities to include all aspects of championing the office talent strategy, culture and brand.

Responsibilities include but are not limited to :

• Partners with leadership team to develop and execute talent strategies as it relates to current and future talent needs.
• Leads talent processes including recruitment, on-boarding, employee relations, compensation guidance, routine benefits administrative support, career path development, performance management guidance, employee recognition, record keeping and administration.
• Manages the talent acquisition process including collaborating with leadership of various practices to understand skills and competencies required for open positions, recruiting, interviewing, negotiating with candidates and executing offers.
• Provides support, guidance and mentorship to employees and management on how to provide feedback, navigate difficult conversations, and mediate conflict.
• Partners with leadership teams to ensure equity in all talent processes to produce equitable outcomes in support of firmwide JEDI goals.
• Ensures compliance with local and federal legislation relating to employment standards.
• Oversight for HRIS maintenance and establishing a social media presence to convey our brand, people and stories to attract new talent.
• Uses active listening, flexible, critical thinking, emotional intelligence, conflict resolution organized, teamwork, confidentiality, leadership, and excellent employee relationship skills.
• Demonstrates excellent interpersonal and customer service skills.
• Checks work for accuracy, omissions, and legibility and works with Corporate HR to implement company policies.

Education :

• Bachelor's degree in Human Resource Management or related field

Experience :

• 10+ years of experience in Human Resources. A / E / C industry experience preferred.
• Proficient skills in Microsoft Suite including Teams.
• Exceptional interpersonal skills, with ability to assess, guide, and influence solutions.
• Excellent communication skills, both written and verbal to be clear and concise.
• Experience with data analysis and compliance.
• Experience using UKG Pro or similar HRIS products.
• Recruitment outreach, interviewing and selection experience.

Salary Range Information

We foster a culture that is diverse and inclusive and strive for pay practices that are fair, competitive and reflect our commitment to pay equity. Our compensation decisions include but are not limited to a candidate's qualifications including skill sets, education, experience and training, licensure and certifications credentials if applicable, and business-related factors. This practice extends to all employees, including performance considerations for merit increases, job promotions, and transfer opportunities. We additionally review our pay practices, conduct pay equity audits, and ensure our managers are trained in our pay practices on an annual basis. At the time of posting this job advertisement, the annual pay salary range for this position is between $120,000 to $140,000, commensurate with qualifications

Equal Employment Opportunity Statement

Perkins&Will has established and adopted an Equal Employment Opportunity Employment policy ("EEO"), which is part of the Company's Human Resources Policy. The purpose of this EEO policy is to ensure that all employment decisions are made on a non-discriminatory basis, and without regard to sex, race, color, age, national origin, religion, disability, genetic information, marital status, sexual orientation, gender identity or expression, gender reassignment, citizenship, pregnancy or maternity, veteran status, or any other status protected by applicable national, federal, state, or local law. In some cases, local laws and regulations may provide greater protections than those outlined here and employees will be covered by the laws of their local jurisdiction.

Perkins&Will will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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