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Talent Mobility Jobs (NOW HIRING)

TalentBurst, Inc.

Project Specialist

Seattle, WA · On-site +1

Seattle, WA 6+ months Fully remote The Talent Mobility Team is looking for a Project Specialist to support our Relocation and Immigration programs. This person will act as a liaison between our ...

T. Rowe Price

Evaluate talent mobility impacts and costs, select vendors, and implement effective programs and tools for accelerating successor readiness. * Lead efforts to optimize operational efficiency of our ...

Pacificlife

Global Mobility Specialist

Omaha, NE

As a Global Mobility Specialist, you'll move Pacific Life and your career forward by acting as an internal consultant to employees, managers, Talent Acquisition (TA) and People Experience (PX ...

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$10

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$53

How much do talent mobility jobs pay per hour?

As of May 30, 2026, the average hourly pay for talent mobility in the United States is $28.86, according to ZipRecruiter salary data. Most workers in this role earn between $19.95 and $36.06 per hour, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Talent Mobility professional, and why are they important?

To thrive as a Talent Mobility professional, you need a solid understanding of HR practices, global mobility policies, and talent management, usually supported by a degree in human resources or business and relevant experience. Familiarity with HRIS systems, global assignment management tools, and certifications like GMS (Global Mobility Specialist) are commonly required. Strong interpersonal skills, cultural sensitivity, and effective communication are crucial for managing employee transitions and stakeholder expectations. These skills ensure seamless relocations, employee satisfaction, and alignment with organizational goals in a global workforce.

What are some common challenges Talent Mobility professionals face when supporting internal employee transfers and career development?

Talent Mobility professionals often encounter challenges such as balancing organizational needs with employee aspirations, navigating complex policies around internal transfers, and ensuring a smooth transition between roles or locations. They must work closely with HR, managers, and employees to facilitate effective communication and manage expectations throughout the process. Additionally, maintaining fairness and transparency, while aligning moves with business objectives, requires a strong understanding of both talent management strategies and workforce planning.

What is talent mobility?

Talent mobility refers to the movement of employees within an organization or between organizations, often to fill skill gaps, support career development, or respond to changing business needs. This includes internal transfers, promotions, international assignments, and even temporary project roles. Effective talent mobility strategies help companies retain top talent, foster employee growth, and ensure the right people are in the right roles. It can also enhance workforce agility and support succession planning.

What is the difference between Talent Mobility vs Employee Relocation Specialist?

AspectTalent MobilityEmployee Relocation Specialist
Primary FocusManaging internal talent movement, career development, and workforce planningCoordinating employee relocation logistics and support
Work EnvironmentHR departments, corporate offices, global organizationsRelocation service providers, corporate HR teams
Required CredentialsHR certifications, knowledge of talent managementRelocation or logistics certifications, customer service skills
Industry UsageUsed across various industries for workforce planningPrimarily in multinational corporations and relocation firms

While Talent Mobility focuses on strategic internal talent management and workforce development, Employee Relocation Specialists handle the logistics of relocating employees. Both roles support organizational mobility but differ in scope and responsibilities.

More about Talent Mobility jobs
What cities are hiring for Talent Mobility jobs? Cities with the most Talent Mobility job openings:
What states have the most Talent Mobility jobs? States with the most job openings for Talent Mobility jobs include:
What job categories do people searching Talent Mobility jobs look for? The top searched job categories for Talent Mobility jobs are:
Talent Mobility jobs near you
Infographic showing various Talent Mobility job openings in the United States as of May 2026, with employment types broken down into 1% As Needed, 63% Full Time, 20% Part Time, 1% Temporary, 14% Contract, and 1% Nights. Highlights an 87% Physical, 1% Hybrid, and 12% Remote job distribution, with an average salary of $60,039 per year, or $28.9 per hour.
Senior Director, Talent Acquisition and Management

Senior Director, Talent Acquisition and Management

Solar Landscape

Asbury Park, NJ • On-site

$111.20K - $153K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 11 days ago

Job description

About Us
Solar Landscape is the leading commercial rooftop solar developer in the U.S. Only 4% of commercial rooftops host solar today - we're changing that, fast. Commercial rooftop solar is the fastest, smartest way to build new clean power - delivering megawatts of generation in months, not years, and powering America's energy and future right where it's needed most. By turning rooftops into local power plants, we're reshaping how - and how fast - energy gets built in the U.S.
Recognized as the #1 Distributed Generation Developer by New Project Media, the #1 National Commercial Rooftop Solar Developer by Solar Power World, and winner of the U.S. Department of Energy's Grand Prize for Clean Energy, Solar Landscape is defining the future of energy generation in America.
Headquartered in Asbury Park, New Jersey, Solar Landscape has offices in Chicago, Baltimore, and New York City and operates in over a dozen states nationwide.
We move fast, solve hard problems, and take our work seriously - but never ourselves. We value clear thinking, accountability, and execution. At the same time, we're collaborative by default, and believe the best work happens when people enjoy working together. Our team is made up of smart, grounded people who show up for each other - whether that's troubleshooting a system design or catching up over lunch.
If you're looking to do meaningful work in a high-performance environment - and be part of the team reshaping how energy gets built in the U.S. - we'd love to meet you.
About The Role
We're seeking a Senior Director, Talent Acquisition and Management to lead and scale our recruiting function, partnering closely with executive leadership to drive hiring strategy in support of company growth. This role will own the full talent lifecycle-from workforce planning and employer branding to recruiting execution and team development.
Reporting to the Head of People, this leader will build a high-performing recruiting function, establish scalable hiring processes, and ensure we attract, hire, and retain top talent in a competitive market.
Responsibilities
  • Own and drive the company-wide talent acquisition strategy aligned to business growth objectives
  • Partner with executive and functional leaders to forecast hiring needs and translate business goals into actionable hiring plans
  • Build, lead, and develop a high-performing recruiting team, setting clear goals, metrics, and accountability
  • Design and optimize scalable recruiting processes to improve speed, quality, and candidate experience
  • Establish and track key recruiting metrics (time-to-fill, quality of hire, funnel conversion) to drive data-informed decisions
  • Lead employer branding initiatives to position the company as a top destination for talent
  • Partner with People/HR leadership on workforce planning, organizational design, and headcount strategy
  • Oversee and elevate candidate experience across all touchpoints
  • Implement tools, systems, and best practices to support a growing organization
  • Partner with hiring managers to raise the bar on talent quality and interview effectiveness
  • Ensure equitable and inclusive hiring practices across the organization
  • Own internal talent mobility strategy, partnering with People leadership to ensure visibility into internal talent and reduce reliance on external hiring
  • Partner on succession planning for critical roles, ensuring strong internal pipelines aligned to long-term business needs.

Qualifications
  • 8-12+ years of experience in talent acquisition, including 3-5+ years leading and developing recruiting teams
  • Proven track record of building and scaling high-performing recruiting functions in a high-growth environment
  • Experience owning company-wide hiring strategy, workforce planning, and headcount forecasting in partnership with executive leadership
  • Demonstrated success hiring across multiple functions (e.g., construction operations, technical, corporate) and levels, including senior leadership roles, with a preference for deep experience in construction-related roles in the renewable energy industry
  • Strong analytical mindset with experience using recruiting metrics (e.g., time-to-fill, funnel conversion, quality of hire) to drive decisions and improvements
  • Experience designing and optimizing end-to-end recruiting processes, systems, and candidate experience
  • Ability to influence and partner with senior stakeholders, including C-suite, to align hiring with business priorities
  • Track record of building employer brand and talent attraction strategies in competitive markets
  • Experience implementing or scaling recruiting tools (ATS, CRM, sourcing tools) and leveraging them effectively
  • Strong leadership and coaching capability, with a focus on developing recruiters and hiring managers
  • Deep understanding of inclusive hiring practices and ability to embed them into recruiting processes
  • Ability to operate strategically while staying close to execution to unblock teams and drive results
  • Experience in construction or construction-adjacent companies strongly preferred
  • Experience in a scaling or fast-paced environment with comfort navigating ambiguity
  • Experience owning or partnering on internal talent mobility strategies to ensure strong internal pipelines for critical roles
  • Proven ability to build and leverage internal talent pipelines, including ownership of internal mobility and partnership on succession planning for key roles.

Benefits and Perks
Solar Landscape's company culture is second to none.
Our employees combine our mission, grit and drive with a rebel's attitude that is changing the industry:
  • Located in the heart of historic Asbury Park, our state-of-the-art office space offers flexible workstations encouraging collaboration and movement.
  • Employees come together to eat every day! Like in a home, our gourmet kitchen is the heart of the office. Solar Landscape has a full-time in-house chef cooking daily farm-to-table meals using locally sourced organic food.
  • Also included for employees is our competitive compensation package; a 401(k) employer-match; health, dental, & vision insurance, flexible paid time off and holiday PTO; We provide healthy snacks, coffee, volunteer opportunities, company outings, and more!

$150,000 - $190,000 a year
Benefits and Perks
We offer competitive compensation and benefits designed to support you inside and outside of work:
• Training / Professional development opportunities
• 401(k) with 4% company match
• Summer Fridays
• Flexible remote/hybrid work options
• Paid parental leave
• Team lunches, events, and stocked kitchens
• Modern, collaborative office spaces in Asbury Park, New York City, Boston, Chicago, and Baltimore
• Medical, dental, and vision coverage
• Company-paid life and long-term disability insurance
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

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