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Building Talent Foundation Jobs (NOW HIRING)

Reflection AI, Inc

Talent Management

San Francisco, CA · On-site

We believe that to make intelligence open and accessible to all, you need to start at the foundation. Joining Reflection means building from the ground up as part of a talent-dense team. You will ...

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Talent Acquisition Lead

Greenwich, CT · Remote

$125K - $145K/yr

Experience building or significantly transforming a recruiting function from the ground up ... Lay the foundation to grow and lead the Talent Acquisition function as the company continues to ...

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How much do building talent foundation jobs pay per hour?

As of Aug 22, 2026, the average hourly pay for building talent foundation in the United States is $23.99, according to ZipRecruiter salary data. Most workers in this role earn between $17.31 and $29.09 per hour, depending on experience, location, and employer.

What is Building Talent Foundation?

Building Talent Foundation is a nonprofit organization dedicated to advancing the skills and careers of individuals in the residential construction industry. The foundation collaborates with employers, educators, and community organizations to connect people with training, education, and job opportunities in construction trades. Their mission is to help address the labor shortage in construction by preparing a skilled workforce and supporting career pathways for underrepresented groups. Through resources, programs, and partnerships, Building Talent Foundation aims to strengthen the talent pipeline and promote sustainable growth in the industry.

What are the key skills and qualifications needed to thrive as a Building Talent Foundation professional?

To excel in a Building Talent Foundation role, you typically need experience in workforce development, talent pipeline management, and knowledge of industry training standards, often supported by a background in education, human resources, or industry partnerships. Familiarity with learning management systems (LMS), workforce analytics tools, and credentialing frameworks is commonly required. Strong relationship-building, communication, and project management skills set top performers apart in this field. These competencies are crucial for successfully connecting job seekers with industry opportunities and building sustainable talent pathways.

What are some common challenges faced by professionals working in Building Talent Foundation roles, and how can they be addressed?

Professionals in Building Talent Foundation roles often encounter challenges related to aligning workforce development strategies with industry needs and ensuring effective collaboration among educational institutions, employers, and community organizations. Navigating diverse stakeholder interests and adapting to rapidly changing skill requirements can be complex. To address these challenges, it's vital to maintain open communication channels, leverage data-driven insights for workforce planning, and foster partnerships that support shared goals. Regularly engaging with industry leaders and participating in relevant networking events can also help stay informed and adaptable.

What is the difference between Building Talent Foundation vs Talent Acquisition Specialist?

AspectBuilding Talent FoundationTalent Acquisition Specialist
Primary FocusDeveloping talent pipelines and employer brandingSourcing and hiring candidates for specific roles
Required CredentialsHR or related certifications often preferredHR or recruiting certifications
Work EnvironmentHR departments, corporate recruiting teamsRecruitment agencies, corporate HR teams
Industry UsageUsed across industries for long-term talent planningCommonly used in fast-paced hiring environments

Building Talent Foundation focuses on creating a strong talent pipeline and employer branding, while Talent Acquisition Specialists are primarily responsible for sourcing and hiring candidates for specific roles. Both roles require HR-related certifications and are integral to the recruitment process, but they serve different stages of talent management.

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What states have the most Building Talent Foundation jobs?

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What job categories do people searching Building Talent Foundation jobs look for?

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Building Talent Foundation jobs near you
Infographic showing various Building Talent Foundation job openings in the United States as of August 2026, with employment types broken down into 86% Full Time, 12% Part Time, and 2% Contract. Highlights an 79% Physical, 2% Hybrid, and 19% Remote job distribution, with an average salary of $49,904 per year, or $24 per hour.

Head of People & Talent Strategy

EG Professional

Grand Rapids, MI

Full-time

Re-posted 28 days ago

Job description

Director of People & Talent Strategy Position Summary

The Director of People & Talent Strategy serves as the strategic and operational HR leader for our client, overseeing the full employee lifecycle while building a scalable people function that supports continued growth across the nation. This role is ideal for an aspiring HR leader who thrives in a fast-paced, entrepreneurial environment and wants to join a high-performing team.

This leader will oversee organizational design, talent acquisition and workforce planning, HR operations, and employee experience initiatives. The Director of People & Talent Strategy will partner closely with senior leadership to ensure HR practices reinforce business strategy, culture, and performance expectations.

Essential Duties & Responsibilities Strategic People Leadership
  • Align HR policies, programs, and talent strategies with our client’s organizational goals and growth plans.
  • Lead organizational design initiatives to support scalability, role clarity, and operational efficiency.
  • Act as a trusted advisor and coach to the executive team and business leaders, demonstrating strong stakeholder management capabilities.
  • Solve problems creatively with thoughtful consideration of organizational nuance and context.
Talent Acquisition & Workforce Planning
  • Oversee full-cycle recruiting, manage the internal recruiting team, and drive talent pipeline development.
  • Lead workforce planning to ensure staffing needs align with business forecasts and departmental priorities.
  • Build external networks to strengthen employment branding and talent pipeline development.
HR Operations & Compliance
  • Manage and develop a team of two direct reports within HR, aligning their goals to our client’s objectives and holding them accountable for performance.
  • Oversee HR programs including compensation, benefits, leave, investigations, employee relations, and compliance.
  • Support optimization of HRIS and ATS systems; promote data-driven HR decision-making.
  • Ensure compliance with federal, state, and local employment regulations.
Performance, Learning & Development
  • Build or procure best-in-class training and leadership development programs to support organization-wide learning initiatives.
  • Oversee performance management, goal-setting, feedback cycles, and succession planning.
Culture, Engagement & Retention
  • Lead employee engagement strategies, recognition programs, and retention initiatives.
  • Drive initiatives that promote our client’s mission, values, and evolving culture.
  • Create internal change management capabilities and manage employee communication related to organizational initiatives.
Financial & Business Partnership
  • Collaborate with finance leadership on salary and compensation budgets, workforce investment planning, and wage structure alignment.
  • Proactively provide recommendations at both the organizational and individual levels for compensation models that are aligned with business goals, industry norms, and employee motivation.
  • Contribute to business strategy through people insights, labor forecasting, and HR metrics.
  • Serve as a trusted representative of our client, partnering with client executives who desire strategic coaching on HR-related topics.
Required Skills & Capabilities
  • Strong talent foundation with experience across workforce planning, recruiting, development, and HR operations.
  • Experience coaching leaders, facilitating discussions, and resolving complex organizational issues.
  • Exceptional communication, consulting, negotiation, and relationship-building skills.
  • Ability to thrive in a startup-like, high-growth, high-change environment.
  • Strong project management skills with the ability to lead cross-functional initiatives.
  • Familiarity with HRIS and ATS platforms; data- and metrics-oriented approach.
  • Insurance industry experience is a plus.
Education & Experience
  • Bachelor’s degree in Human Resources, Business, Psychology, Communications, or a related field required.
  • Proven progressive experience in HR or talent consulting, including leadership of recruiting and generalist functions.
  • Strong experience in organizational development, performance management, and leadership development strongly preferred.

This position is onsite 5 days per week in the Grand Rapids, MI office location.