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Director Talent Management Development Jobs in Michigan

Utilidata

Director, Talent Management

Ann Arbor, MI · On-site +1

$160K - $210K/yr

Beyond recruiting, you'll take on organizational development, headcount planning, job architecture ... We're looking for someone who operates as a peer to managers, directors, and VPs across the company ...

Utilidata, Inc.

Director, Talent Management

Ann Arbor, MI · On-site

$160K - $210K/yr

Beyond recruiting, you'll take on organizational development, headcount planning, job architecture ... We're looking for someone who operates as a peer to managers, directors, and VPs across the company ...

Learning Care Group

Manager, Talent Programs

Novi, MI · On-site

Reporting to the Director, Talent Management, this role is responsible for the consistent execution ... Evolve and maintain the enterprise individual development planning framework, including templates ...

Learning Care Group

Manager, Talent Programs

Novi, MI · On-site

Reporting to the Director, Talent Management, this role is responsible for the consistent execution ... Evolve and maintain the enterprise individual development planning framework, including templates ...

Year Up United

Director, Talent Acquisition

Detroit, MI · On-site

$103K - $141K/yr

Reporting to the Senior Director, Talent Acquisition, Management & Development, the Director, Talent Acquisition serves as a strategic business partner responsible for developing and executing ...

Learning Care Group

Manager, Talent Programs

Novi, MI · On-site

Reporting to the Director, Talent Management, this role is responsible for the consistent execution ... Evolve and maintain the enterprise individual development planning framework, including templates ...

Learning Care Group

Manager, Talent Programs

Novi, MI · On-site

Reporting to the Director, Talent Management, this role is responsible for the consistent execution ... Evolve and maintain the enterprise individual development planning framework, including templates ...

Learning Care Group

Manager, Talent Programs

Novi, MI · On-site

Reporting to the Director, Talent Management, this role is responsible for the consistent execution ... Evolve and maintain the enterprise individual development planning framework, including templates ...

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Director Talent Management Development information

What is a director talent management development?

A Director of Talent Management and Development is a senior HR leader responsible for designing and implementing strategies to attract, develop, retain, and engage top talent within an organization. This role typically oversees talent acquisition, leadership development, succession planning, performance management, and employee learning initiatives. The goal is to ensure that the organization has the right people with the right skills in place to achieve its business objectives and foster a strong workplace culture.

What are some common challenges faced by a director talent management development, and how can they be addressed?

A Director of Talent Management Development often faces challenges such as aligning talent strategies with evolving business goals, driving leadership development across diverse teams, and ensuring consistent employee engagement. Addressing these challenges requires strong collaboration with senior leadership, data-driven decision-making, and the ability to adapt development programs to meet changing organizational needs. Building cross-functional partnerships and leveraging HR analytics can help identify gaps and measure the effectiveness of talent initiatives, leading to more impactful development outcomes.

What are the key skills and qualifications needed to thrive as a director talent management development, and why are they important?

To thrive as a Director of Talent Management Development, you need expertise in organizational development, talent strategy, and leadership, often supported by a degree in HR, organizational psychology, or business. Familiarity with HRIS systems, talent assessment tools, and certifications such as SHRM-SCP or SPHR is typically required. Outstanding communication, strategic thinking, and relationship-building skills help foster collaboration and drive cultural change. These abilities are crucial to aligning talent initiatives with business objectives and developing high-performing, engaged workforces.

Director, Talent Management

Ann Arbor, MI • On-site, Remote

Utilidata
Utilities • 11 - 50 employees
Learn more about Utilidataexternal

$160K - $210K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 7 days ago

Key responsibilities

  • Run full lifecycle recruitment for technical and non-technical roles, including software, hardware, and firmware engineering.

  • Build and manage the in-house talent acquisition infrastructure, including sourcing strategy, ATS, interview process, and employer branding.

  • Partner with hiring managers and senior leaders on role scoping, hiring strategy, candidate assessment, and headcount planning.

Job description

Utilidata is a fast-growing NVIDIA-backed AI company enabling AI data centers to dynamically orchestrate power and unlock more compute capacity from existing energy infrastructure. For over a decade, we have applied AI to the electric grid - bringing real-time visibility and power-flow control to complex energy infrastructure. Our Karman platform, built on a custom NVIDIA module, brings that same capability to AI data centers, giving operators a way to better use the power already available to them.
We're bringing talent acquisition (TA) in-house, and we're looking for the person who'll own it. You'll be the lead in-house recruiter at Utilidata, building the function from the ground up and running full lifecycle recruiting across the company, including technical hiring in software, hardware, and firmware. Beyond recruiting, you'll take on organizational development, headcount planning, job architecture, and HR technology, but recruiting comes first - it's why this role exists. We're looking for someone who operates as a peer to managers, directors, and VPs across the company, not a service function, and who's comfortable with the ownership, visibility, and pace that comes with building something new.
Responsibilities
  • Run full lifecycle recruitment for technical and non-technical roles, including software, hardware, and firmware engineering, from intake through offer and close
  • Build the in-house TA infrastructure that replaces our retained recruiting contract: sourcing strategy, ATS and tooling, interview process and scorecards, employer brand
  • Decide when to bring in external recruiting resources for hard-to-fill or overflow searches, and manage that relationship directly
  • Act as the go-to thought partner for hiring managers and senior leaders on role scoping, hiring strategy, and candidate assessment
  • Bring pipeline forecasting, time-to-fill, and quality-of-hire discipline to a high-growth environment, without adding process for its own sake
  • Keep the VP, People & Talent informed on strategy and risk, escalate judgment calls, and own the day-to-day decisions
  • Partner with the VP, People & Talent and executive team on headcount planning tied to business milestones, product delivery timelines, and growth targets
  • Right-size our job architecture and compensation philosophy as we scale; ensuring every new role is leveled and priced consistently with our existing architecture before it goes to market
  • Identify, evaluate, and implement technology that improves the talent and people experience, with a bias toward AI-enabled tools where they create real leverage
  • Partner with managers on learning and development efforts, from onboarding through identifying skill gaps tied to organizational growth
Minimum Qualifications
  • 8+ years of full lifecycle recruiting experience, including demonstrated ownership of a TA function, in-house or as the senior-most recruiting leader
  • Prior experience leading searches for technical talent: software, hardware, and/or firmware preferred
  • Experience building TA and People Operations processes, not just executing on them
  • Experience recruiting in a high-growth or scaling company
  • A track record of operating as a genuine thought partner to senior leaders (director/VP and above), with real examples of how you've earned that trust
  • Strong execution orientation. You get things done, and you bring people along - valuing input, collaboration, and clear written and verbal communication as part of how you execute, not a delay to it
  • Experience implementing or evaluating HR technology systems, such as an ATS, HRIS, or AI-recruiting tools
  • Tech-savvy and AI-first in how you approach the work, with good judgment about where a human touch still matters most
  • Willingness to travel up to 20% of time
Enhanced Qualifications (Nice to Have)
  • Experience leading organizational development initiatives
  • Experience with strategic headcount planning tied to business or product milestones
  • Experience refining job architecture, leveling frameworks, or compensation philosophy at a scaling company
  • Experience supporting manager-facing learning and development programs
  • Additional HR certifications (PHR/SPHR, AIRS)
  • Background in deep tech, energy, data centers, or AI infrastructure companies
Salary Range: $160,000 to $210,000 base compensation depending on experience and level, plus stock options. This role spans multiple job levels; final level and compensation will be determined based on the candidate's experience.
Location: This position can be performed remotely from within the United States. Preference will be given to candidates based in or around Bay Area, CA or Ann Arbor, MI. Periodic travel to the company's HQ in Ann Arbor, MI and industry events is required.
Our Commitments:
Utilidata values the diversity of our team. We provide equal employment opportunities without regard to race, color, religion, creed, sex, gender, sexual orientation, gender identity or expression, national origin, age, physical disability, mental disability, medical condition, pregnancy or childbirth, sexual orientation, genetics, genetic information, marital status, or status as a covered veteran or any other basis protected by applicable federal, state and local laws.
We are committed to:
  • Creating a diverse and inclusive workplace that is welcoming, supportive, affirming and respectful
  • Empowering employees to solve problems and work together to make a difference
  • Providing mentorship and growth opportunities as part of a collaborative team
  • A flexible work environment with flexible paid time off
  • Competitive compensation and benefits, including health, dental, vision, and employer-match 401k

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