Veregy is an award-winning NAESCO-Accredited decarbonization company focusing on accelerating and simplifying Energy Transition. We provide turnkey engineering and construction services designed to reduce our clients' energy and operating costs through the implementation of energy efficiency and infrastructure upgrades, smart building technology, fleet EV infrastructure, clean energy generation, and sustainability.
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Summary of Position Functions

The Manager, Talent Management & Acquisition is responsible for developing and executing enterprise talent strategies and programs that enable the organization to attract, select, onboard, develop, engage, and retain the talent needed to achieve its business objectives.

This role expands the organization's talent capability beyond traditional recruiting by establishing consistent, scalable approaches to talent acquisition, learning and development, performance management, leadership development, talent reviews, succession planning, and career development.

The Manager, Talent Management & Acquisition partners closely with the VP of HR, HR Business Partners, HR Operations, and business leaders to identify organizational talent needs and translate those needs into practical programs and solutions.

This is a hands-on role that combines strategy, program development, and execution. The Manager, Talent Management & Acquisition also serves as a hands-on recruiter, maintaining an active requisition workload and directly managing full-cycle recruiting for assigned positions, including critical, difficult to fill, and leadership roles. As the organization grows and the Talent Management function expands in scope and team size, the role may evolve into broader Talent Management leadership.

Essential Position Functions

Talent Strategy

Partners with the VP of HR and business leaders to identify current and future organizational talent needs.
Develops and executes talent strategies aligned with business objectives and growth plans.
Establishes scalable enterprise talent programs and practices.
Identifies talent and capability gaps and recommends strategies to address them.
Uses workforce and talent data to identify trends, risks, and opportunities.
Partners with HRBPs to understand talent needs within their assigned business populations.

Talent Acquisition

Leads the organization's talent acquisition strategy and processes.
Maintains an active requisition workload and personally performs full-cycle recruiting for assigned positions.
Sources, screens, interviews, evaluates, and presents qualified candidates to hiring managers and manages candidates throughout the recruiting, selection, offer, and pre-hire process.
Personally leads recruiting efforts for critical, difficult to fill, high priority, and leadership positions as assigned.
Balances direct recruiting responsibilities with broader Talent Management priorities, adjusting focus based on organizational and business needs.
Partners with leaders and HRBPs to understand workforce and hiring needs.
Develops effective sourcing and recruiting strategies for critical roles.
Establishes consistent recruiting and selection practices across the organization.
Supports hiring managers throughout the recruiting and selection process.
Serves as a recruiting subject-matter expert and provides guidance to hiring managers on sourcing, candidate evaluation, interviewing, selection, and offer strategies.
Develops and maintains effective candidate assessment and interviewing practices.
Manages external recruiting resources and vendors as appropriate.
Monitors recruiting effectiveness, including time-to-fill, quality of hire, candidate experience, source effectiveness, and other relevant metrics.
Develops strategies to strengthen the organization's employment brand and talent pipeline.

Workforce Recruiting Planning

Partners with HRBPs and leaders to anticipate future hiring needs rather than operating solely through reactive requisitions.
Identifies recurring or difficult-to-fill positions and develops proactive talent pipelines.
Proactively sources and builds relationships with prospective candidates for recurring, high-demand, and difficult-to-fill positions.
Supports workforce planning and staffing strategies associated with business growth.
Identifies opportunities for internal mobility before external recruitment where appropriate.

Learning and Development

Develops an enterprise learning and development strategy based on organizational and workforce needs.
Identifies common development needs across the organization.
Designs, sources, coordinates, and evaluates employee development programs.
Partners with leaders and HRBPs to determine when enterprise solutions versus business-specific development solutions are appropriate.
Establishes scalable approaches to technical, professional, and leadership development.
Evaluates external training providers and learning resources as needed.

Leadership and Manager Development

Develops programs and resources to strengthen manager and leadership capability.
Establishes foundational training for new managers.
Develops ongoing manager education in areas such as:
Performance management
Coaching and feedback
Employee engagement
Difficult conversations
Talent development
Leading change
Building effective teams
Company leadership expectations
Partners with HRBPs to identify recurring manager capability gaps.
Measures effectiveness of manager and leadership development initiatives.

Performance Management

Owns the design and continuous improvement of the enterprise performance management program.
Establishes performance management philosophy, processes, timelines, tools, and manager resources.
Develops training and communications supporting the performance management cycle.
Partners with HR Operations on HRIS configuration, workflow, reporting, and completion tracking.
Partners with HRBPs to support effective implementation within the business.
Evaluates the effectiveness of the performance management process and recommends improvements.
Talent Management owns the program. HRBPs own performance conversations and execution with leaders. HR Operations owns system and process administration.

Talent Reviews and Succession Planning

Develops and facilitates an enterprise talent review process.
Establishes frameworks for identifying high-potential and critical talent.
Partners with HRBPs and business leaders to identify succession risks and critical positions.
Develops succession planning methodologies and tools.
Supports leadership succession discussions.
Tracks development actions resulting from talent reviews.
Partners with the VP of HR on enterprise and senior leadership succession planning.

Career and Employee Development

Develops approaches that help employees understand career and development opportunities.
Supports creation of career paths, competencies, and development frameworks where appropriate.
Partners with HRBPs and leaders to identify internal talent and mobility opportunities.
Develops tools and resources that help managers have effective career and development conversations.
Promotes a culture in which leaders share responsibility for developing talent.

Onboarding Experience

Owns the design of the enterprise onboarding experience.
Establishes consistent onboarding expectations, resources, and manager practices.
Develops tools and training that enables managers to successfully integrate new employees.
Partners with HR Operations, which owns onboarding administration, documentation, HRIS transactions, and related processes.
Partners with HRBPs to identify integration or retention issues within employee populations.
Evaluates new-hire experience and recommends improvements.

Employee Engagement and Retention

Partners with the VP of HR and HRBPs on enterprise engagement and retention strategies.
Supports employee engagement surveys and related enterprise programs.
Analyzes organizational engagement and retention trends.
Develops tools and resources to help leaders respond to engagement findings.
Partners with HRBPs, who work directly with leaders on business-specific engagement and retention action plans.
Identifies enterprise talent initiatives that address recurring retention or engagement challenges.

Talent Programs

Develops and/or oversees talent programs as organizational needs evolve, which may include:
Internship and early-career programs
Leadership development programs
Mentoring
High-potential employee development
Emerging leader programs
Career development
Internal mobility
Competency development
Professional development
Tuition or continuing education programs
Recognition and talent-related engagement initiatives

Talent Analytics

Establishes and monitors appropriate talent metrics, including:
Recruiting effectiveness
Time-to-fill
Turnover and retention
Internal mobility
Talent pipeline strength
Training participation and effectiveness
Performance management completion and effectiveness
Succession coverage
Leadership development participation
New-hire experience
Uses talent data to identify trends and recommends organizational actions rather than simply reporting metrics.

Note: The statements contained herein describe the essential functions of this position but should not be an all-inclusive listing of work requirements. Individuals may perform other duties as assigned including work in other areas to cover absences or relief to equalize peak work periods or otherwise balance the workload.

Non-Essential Position Functions

Other duties as assigned.

Supervisory Responsibilities

Directly supervises employees in the talent department. Carries out supervisory responsibilities in accordance with Veregy’s policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints, and resolving problems.

Education and Qualifications

To perform this position successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Bachelor’s degree (B.A.) in Human Resources, Business, or related field from four-year college or university; or five+ years related experience and/or training; or equivalent combination of education and experience.
Approximately 5–7 years of progressive HR, talent acquisition, talent management, learning and development, or related experience.
Experience leading recruiting and talent acquisition activities.
Demonstrated experience developing or implementing talent, learning, performance, or leadership development programs.
Experience partnering with business leaders and HR professionals.
Strong program and project management capabilities.
Strong facilitation, presentation, and communication skills.
Ability to translate business needs into practical talent solutions.
Strong analytical skills and ability to use data to evaluate talent needs and program effectiveness.
Ability to operate both strategically and hands-on in a growing organization.

Knowledge, Skills, and Abilities

Knowledge of Veregy’s services and processes is required which can be obtained through intellect, technical inclination, and dedication to gain such knowledge.
Knowledge (Intermediate to advanced) of various operating systems, software products (e.g. MS Office, etc.), is required.
Computer software proficiency including Microsoft Project, Viewpoint, RS Means, Trimble Estimating and / or other job-related hardware and software applications that may be required.
Ability to work independently and efficiently manage time / workload.
Ability to read, analyze, and interpret financial reports, business, professional, and technical documents.
Ability to effectively respond to common inquiries or complaints from customers and staff.
Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form.
Ability to write presentations, articles, routine reports, proposals, and correspondence.
Ability to calculate figures and amounts such as discounts and percentages.
Ability to define problems, collect data, establish facts, and draw valid conclusions.
Ability to interpret an extensive variety of instructions and deal with several abstract and concrete variables.
Ability to prioritize tasks and tactfully negotiate priority with end users.
Ability to work under deadline pressure and extra hours if needed.

Certificates, Licenses, Registrations

Valid driver’s license required.
Professional HR, talent management, coaching, or learning and development certification preferred.

Benefits

Competitive Compensation.
Paid Holidays, Paid Sick Leave, and Paid Time Off.
Competitive Medical, Dental and Vision Plans.
401k Retirement Plan with Matching Employer Contributions (%).
Employer Sponsored Life Insurance and AD&D Insurance.
Employer Paid Short- and Long-Term Disability Insurance.
Continued Education and Trade Certification Sponsorship (Specific Positions).
Company Branded Trucks Provided (Specific Positions).

Applicants must be currently authorized to work in the United States on a full-time basis.

Veregy is an EOE Employer.

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Equal Employment Opportunity has been, and will continue to be, a fundamental principle at Veregy, where employment is based upon capabilities and qualifications without discrimination because of race, color, religion, sex, age, national origin, disability, veteran status, genetic history, sexual orientation, or any other protected characteristic as established by law.

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