Talent Resource Manager

About the role

Help Us Build a Culture Worth Joining For more than 25 years, StyleCraft Homes has been building more than houses-we've been building relationships, communities, and a company our people are proud to be part of. StyleCraft Homes is a privately owned homebuilder headquartered in Richmond, Virginia, with a strong reputation for craftsmanship, innovation, customer relationships, and community involvement. Our mission is to Create Communities that Inspire People to LiveUp!-and that starts with the people who build them. As we continue to grow, we are looking for a Talent Resource Manager to champion our culture and lead the full team member experience, from the first interview to the last day. This is an opportunity for a people-focused professional who enjoys building relationships, finding great talent, helping people grow, and handling hard conversations with honesty and respect. The Opportunity The Talent Resource Manager will report directly to our Vice President and serve as a trusted resource for every team member across our office, sales centers, and job sites. This person will own hiring, onboarding, retention, recognition, employee relations, and corrective action, and will make sure every people decision reflects our Brand Promises and Values. The ideal candidate is approachable and people-facing first-someone team members want to talk to-with the judgment and steadiness leaders can trust when a conversation is difficult. This role is focused on culture and the employee lifecycle. Payroll, compensation, and benefits administration are managed by our Finance team, and you'll partner closely with them.

Responsibilities

• Champion Our Culture Serve as the champion of StyleCraft's mission, Brand Promises, and Values across every team.
• Build and lead an annual Culture Plan, including quarterly culture, team-building, and community service events.
• Run annual engagement and quarterly pulse surveys, and turn the results into practical action plans.
• Stay visible in the office, sales centers, and job sites to see our culture in practice.
• Lead our recognition program, including Values-based recognition, service anniversaries, and milestone celebrations.
• Find & Hire Great People Own full-cycle hiring for all positions, from requisition through offer acceptance.
• Partner with hiring managers to define needs, keep job descriptions current, and set hiring timelines.
• Source candidates through job boards, referrals, social media, schools, trade programs, and industry networks.
• Screen for both capability and alignment with our Values using structured, values-based interviews.
• Train hiring managers on consistent, fair, and legally compliant interviewing.
• Deliver a Relationship Centered candidate experience-including for candidates who aren't selected.
• Onboard, Develop & Retain Our Team Own the new hire experience from offer acceptance through the first 90 days, including orientation and 30/60/90-day check-ins.
• Conduct stay interviews and exit interviews, and use what you learn to shape our retention strategy.
• Partner with leaders on career paths, succession planning, internal promotion, and leadership development.
• Support our bi-annual performance review process with tools, timelines, and manager coaching.
• Lead Employee Relations Be an approachable resource for team members to raise concerns, questions, and conflicts.
• Facilitate conversations that resolve conflict constructively and in a Solution Oriented way.
• Coach leaders to address issues early, directly, and respectfully.
• Conduct thorough, impartial, and well-documented workplace investigations.
• Guide leaders through corrective action and performance improvement plans, and plan and conduct separations with dignity and professionalism.
• Keep Us Compliant & Continuously Improving Maintain the Employee Handbook and people-related policies in partnership with leadership and outside counsel.
• Ensure hiring, corrective action, and separation practices comply with federal, state, and local employment law.
• Maintain accurate and confidential personnel files.
• Track and report talent metrics such as turnover, retention, time-to-fill, and engagement.
• Recommend process and technology improvements