Sr. Director of Talent Management

About The Heritage Group

The Heritage Group is a fourth-generation, family-owned business focused on construction and materials, environmental services and specialty chemicals. Over the last 90+ years, the Heritage portfolio has grown to include more than 50 companies that employ more than 6,000 people. What unites this diverse group of businesses and individuals is our commitment to create a safer, more enriching, and sustainable world by harnessing the power of family.

Sr. Director of Talent Management

Own and evolve the enterprise Talent Management strategy and long-term (3–5 year) capability roadmap, integrating performance management, succession planning, leadership development, learning, organizational effectiveness, and early-in-career programs into a unified, enterprise-owned strategy aligned to THG’s business priorities and workforce needs.

• Lead a multi-team function —including the Talent Management, Early-in-Career, Learning & Development, and Talent Management partnership for Corp./Envita—setting direction, coaching leaders of leaders, growing leadership capability within the function, ensuring functional succession, and holding teams accountable for measurable outcomes.
• Partner with the VP of People, executive leadership, HR Business Partners, and business unit executives to identify enterprise capability gaps, design integrated talent and organizational solutions, and counsel executives on capability risk, talent investments, and organizational design choices.
• Oversee design, deployment, and continuous improvement of leadership, professional, and learning programs that scale across THG business units, levels, and audiences, with measurable impact on leader effectiveness, capability gaps, and bench readiness.
• Direct the enterprise approach to performance management, calibration, succession planning, and talent reviews, ensuring data-informed decisions, consistent practices across the organization, and measurable improvement in bench strength, succession health, and internal mobility.
• Set the strategy and own the measurable outcomes for early-in-career programs (e.g., internships, rotational and development programs), building a sustainable, diverse talent pipeline and strengthening the employer brand across THG and its operating companies.
• Hold enterprise governance and decision authority for the Talent Management portfolio—approving program design standards, technology investments, and policy—and chair the talent governance forums that align stakeholders on priorities, standards, and measurement frameworks.
• Own the Talent Management functional operating budget, vendor selection and oversight, and external partnerships; serve as the accountable owner for portfolio-level resource allocation and ensure investments deliver measurable value.
• Establish portfolio-level measurement and reporting—including bench strength, succession health, internal mobility rate, leadership readiness, retention of high-potential talent, and program ROI)—and serve as an enterprise thought leader on talent and organizational effectiveness trends, shaping THG’s people strategy and representing the function externally.

Essential Functions

Own and evolve the enterprise Talent Management strategy and long-term (3–5 year) capability roadmap, integrating performance management, succession planning, leadership development, learning, organizational effectiveness, and early-in-career programs into a unified, enterprise-owned strategy aligned to THG’s business priorities and workforce needs.

• Lead a multi-team function —including the Talent Management, Early-in-Career, Learning & Development, and Talent Management partnership for Corp./Envita—setting direction, coaching leaders of leaders, growing leadership capability within the function, ensuring functional succession, and holding teams accountable for measurable outcomes.
• Partner with the VP of People, executive leadership, HR Business Partners, and business unit executives to identify enterprise capability gaps, design integrated talent and organizational solutions, and counsel executives on capability risk, talent investments, and organizational design choices.
• Oversee design, deployment, and continuous improvement of leadership, professional, and learning programs that scale across THG business units, levels, and audiences, with measurable impact on leader effectiveness, capability gaps, and bench readiness.
• Direct the enterprise approach to performance management, calibration, succession planning, and talent reviews, ensuring data-informed decisions, consistent practices across the organization, and measurable improvement in bench strength, succession health, and internal mobility.
• Set the strategy and own the measurable outcomes for early-in-career programs (e.g., internships, rotational and development programs), building a sustainable, diverse talent pipeline and strengthening the employer brand across THG and its operating companies.
• Hold enterprise governance and decision authority for the Talent Management portfolio—approving program design standards, technology investments, and policy—and chair the talent governance forums that align stakeholders on priorities, standards, and measurement frameworks.
• Own the Talent Management functional operating budget, vendor selection and oversight, and external partnerships; serve as the accountable owner for portfolio-level resource allocation and ensure investments deliver measurable value.
• Establish portfolio-level measurement and reporting—including bench strength, succession health, internal mobility rate, leadership readiness, retention of high-potential talent, and program ROI)—and serve as an enterprise thought leader on talent and organizational effectiveness trends, shaping THG’s people strategy and representing the function externally.

Education Qualifications

• Required: Bachelor's Degree in Human Resources, Organizational Development, Business, Industrial/Organizational Psychology, or related field.
• PREFERRED: Master's Degree.

Experience Qualifications

• Required: 7-10+ years of progressive experience in Talent Management, Learning & Development, Organizational Development, or related Human Resources disciplines, including enterprise-scale program ownership.
• Required: 5+ years of leadership experience managing multiple teams and leaders of leaders within HR, talent, or L&D functions, with accountability for functional strategy, budget, and outcomes.
• Required: Demonstrated experience setting multi-year (3–5 year) enterprise talent strategy and translating it into integrated portfolio execution across talent management, succession planning, and leadership development.
• Required: Experience influencing executive leadership on enterprise capability investments, governance, vendor oversight, and organizational design choices tied to business outcomes.
• Required: Experience leading enterprise change management, organizational effectiveness, and process improvement initiatives across multiple business units, with measurable impact on adoption and performance.

Preferred Experience

• PREFERRED: Experience leading talent functions in a multi-business-unit, multi-site, or holding-company environment.
• PREFERRED: Experience building or relaunching early-in-career, internship, or rotational development programs.
• PREFERRED: Experience selecting, implementing, and optimizing talent technology platforms (LMS, performance, succession, or career development tools).
• PREFERRED: Experience leveraging talent and learning analytics to influence decisions and demonstrate program impact.

Skills And Abilities

• Knowledge: In-depth understanding of enterprise talent management, organizational effectiveness, learning, and succession practices; mastery of governance, measurement, and HR policy frameworks required to guide a multi-team function, ensure compliance, and align talent investments to business strategy.
• Skills: Strong skill in setting long-term talent strategy, leading leaders, exercising governance and budget authority, evaluating vendor and technology decisions, and improving enterprise processes related to talent, learning, and organizational effectiveness.
• Abilities: Ability to lead a multi-team function through subordinate people leaders, make enterprise-level decisions under ambiguity, balance long-term capability building with operational delivery, and drive measurable outcomes in bench strength, succession health, internal mobility, and leader effectiveness.

Licenses and Certifications

• SHRM-SCP, SPHR, or equivalent senior HR certification.
• PREFERRED: Certifications in talent assessments, executive coaching, or learning design (e.g., Hogan, DDI, ATD, ICF, Korn Ferry).

Working Conditions/Physical Demands

• Work Environment: Primary work is performed in a professional office environment using standard office equipment such as computers, phones, and video conferencing tools.
• Hybrid work arrangement supported, with regular in-office presence required to support collaboration, facilitation, and stakeholder engagement.
• Schedule Expectations: Standard business hours, Monday through Friday, with occasional flexibility required to support program delivery, time-sensitive talent processes, or stakeholders across multiple time zones.
• Travel Requirements: Up to 25% travel expected to business unit locations, learning events, and external conferences.
• Physical Demands: Prolonged periods of sitting at a desk and working on a computer. Occasional standing, walking, and the ability to lift up to 15 pounds (e.g., laptop, training materials).

Additional Duties and Responsibilities

Continuous growth in alignment with the Company’s core values, competencies, and skills.

Equal Opportunity Employer

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.