Director of Talent

The Director of Talent leads Harris County Precinct 4’s comprehensive people strategy and oversees all six divisions of Talent: Employee Support, Talent Acquisition, Workforce Planning, Development & Training, Compensation & Benefits, and Compliance.

Reporting to the Chief Compliance Officer, the Director serves as the senior HR executive for Precinct 4 and is responsible for building a high-performing, mission-driven workforce aligned with the Precinct’s values of heart, hustle, and higher standards. This role ensures that Talent systems, programs, and policies are strategic, equitable, data-driven, and responsive to the operational needs of more than 500 employees across Centers, Parks, Road & Bridge, General Services, and Administrative functions.

The Director of Talent is accountable for the design and execution of the precinct-wide Talent strategy, including organizational development, leadership pipeline creation, culture and engagement initiatives, risk mitigation, recruiting effectiveness, compliance infrastructure, and overall employee experience. The role requires strong leadership, exceptional judgment, and the ability to partner closely with executive leaders and front-line managers while maintaining a highly visible presence across the precinct.

Job Duties and Responsibilities:

Strategic Leadership & Talent Division Oversight

• Lead, develop, and manage all six Talent functions, ensuring integration, consistency, and high-quality service delivery across the precinct.

• Oversee annual strategic planning for Talent, including the development and execution of all division Key Performance Objectives (KPOs) such as competency frameworks, leadership academies, succession plans, career pathways, and incident reduction goals .

• Advise executive leadership on organizational health, workforce readiness, staffing models, and long-term people strategy.

• Manage Talent division staff (HRT Manager, Talent Acquisition, Training & Development, and HR Generalists) and ensure professional growth and accountability.

Leadership Pipeline, Succession Planning & Workforce Development

• Implement and maintain precinct-wide succession planning for director-level and other critical roles.

• Oversee the development of career pathways for Operators, Groundskeepers, Supervisors, and administrative roles.

• Launch and scale the Emerging Leaders Training Program, Leadership Academy, and other workforce development initiatives aligned with required employee competencies .

• Identify organizational capability gaps and build targeted learning solutions to prepare current and future leaders.

Performance Management & Organizational Effectiveness

• Lead the full performance management cycle, including implementation of Performance Review 3.0, 360 feedback processes, competency alignment, coaching frameworks, and manager capability building.

• Ensure on-time, consistent, and legally compliant delivery of performance evaluations across the precinct.

• Use data and dashboards to assess performance trends, training needs, and workforce risks.

Talent Acquisition & Workforce Planning

• Develop and oversee strategies to improve time-to-fill, quality of hire, internal mobility, and recruiting pipelines.

• Partner with managers to ensure effective job development, interviewing practices, selection criteria, and onboarding execution.

• Lead workforce planning efforts, including staffing models, turnover analysis, talent forecasts, and internal promotion strategies.

Employee Support, Culture & Engagement

• Strengthen precinct-wide engagement through surveys, listening sessions, town halls, roundtables, and culture-based programs.

• Lead the action planning necessary to improve engagement metrics, reduce voluntary turnover, and achieve designation as a Top Workplace.

• Maintain a visible presence across workplaces to support Operators, Administrators, Parks teams, and Community Center employees.

• Oversee employee relations, conflict resolution, and support systems to maintain a fair, safe, and inclusive environment.

Compensation, Benefits & HR Operations

• Oversee compensation strategy, market analyses, job classifications, pay structures, and internal equity reviews.

• Partner with county benefits teams to optimize benefit programs and lead precinct-wide open enrollment.

• Ensure accurate and timely payroll operations in partnership with HRIS and Finance.

• Oversee HR systems, reporting, dashboards, and workflow optimization.

Compliance, Policy, Safety & Risk Management

• Ensure Talent compliance with all federal, state, and local labor laws, and county requirements.

• Lead precinct-wide HR compliance efforts, including policy development, handbook maintenance, audits, and NeoGov transition.

• Oversee risk assessments, safety initiatives, and programs designed to reduce preventable workplace and vehicle incidents per KPO targets .

• Conduct or oversee workplace investigations and ensure consistent, ethical application of policy.

Harris County is an Equal Opportunity Employer
https://hrrm.harriscountytx.gov/Pages/EqualEmploymentOpportunityPlan.aspx
 If you need special services or accommodations, please call (713) 274-5445 or email ADACoordinator@bmd.hctx.net.
This position is subject to a criminal history check. Only relevant convictions will be considered and, even when considered, may not automatically disqualify the candidate.