Director, Talent Management

Are you ready to drive success and thrive in a fast-paced environment? Join Nolan Transportation Group, a Top 5 Logistics Provider, where we believe in hard work and celebrating our achievements.

Join us and be part of a team that values collaboration, innovation, and a commitment to excellence, as we redefine what’s possible in freight brokerage and unlock new opportunities for success.

Location: This is role based in one of the following cities: Atlanta, Chicago, Charlotte, or Nashville.

JOB PURPOSE

The Director/Sr. Director of Talent Management is a key member of the TI-NTG People and Talent leadership team, reporting directly to the SVP of People. This is a highly collaborative and forward-focused role in which you will partner with HR colleagues and business leaders to create, build, and execute the TI-NTG Talent Strategy. This position oversees the design, development, implementation, and ongoing administration of all learning and organizational development programs, including but not limited to leadership development, high-potential (HIPO) development, succession management, career management, capability building, and competency management.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Talent Assessment

• Leverage robust talent assessment tools and an exemplary selection process to ensure top talent is hired across the organization.
• Design a best-in-class talent assessment process, tailored by role, using industry-recognized tools such as cognitive assessments, simulations, and in-depth interviews.
• Create and evaluate innovative questions that predict successful performance and organizational fit for key roles.
• Ensure that assessments are built, delivered, and maintained to reflect both current and future business needs.
• Serve as an internal subject matter expert (SME) to HR and business leaders on centrally managed assessment processes, tools, and programs.

Training

• Partner with the existing training team to assess, design, and support technical training across multiple functions.
• Conduct curriculum needs analyses, identify performance and skills/knowledge gaps, and recommend appropriate training strategies.
• Develop curriculum standards, processes, and templates to ensure consistent, high-quality instructional materials.
• Collaborate with functional partners to ensure company training goals and objectives are met.
• Design and develop learning content across various delivery modalities (e.g., classroom, e-learning, virtual classroom) for areas such as product knowledge, technical skills, and applications.
• Work with IT and other business stakeholders to address interface/integration needs between the Learning Management System (LMS) and other internal systems.
• Provide guidance and leadership to support staff regarding training needs.
• Manage relationships with third-party vendors.

Talent Development

• Build contemporary skills and support long-term career development to position our people as a competitive advantage.
• Lead organizational projects focused on high-potential development, leadership development, and career development.
• Design practical and impactful leadership development sessions, programs, and learning opportunities to enhance individual, leadership, and team performance.
• Manage and evaluate existing learning solutions for efficiency and broader applicability.
• Develop, calculate, and analyze key performance indicators and dashboards to measure the impact of talent strategies and development activities.
• Evaluate and manage external vendors as needed.
• Coach employees and leaders during and after training to support enhanced individual effectiveness and learning transfer.
• Serve as an internal resource for adult learning, instructional design, facilitation, leadership development, change management, and other organizational development methodologies.
• Lead the creation and implementation of effective individual development plans.
• Manage and execute company-wide 360-degree feedback tools, including both electronic and interview-based options.
• Act as a professional coach for individuals and teams identified through talent processes.
• Partner with the broader Talent Management team to create a learning library of curated online, virtual, and in-person content, books, and competency-based modules to meet organizational needs.

Talent Reviews & Succession Planning

• Provide visibility into company talent and ensure actionable plans are in place for business continuity and employee growth.
• Design and develop talent management strategies and processes, including succession planning and talent reviews.
• Build workforce planning capabilities to ensure talent availability aligns with business and strategic plans. Develop plans to address knowledge transfer needs.
• Collect, analyze, and maintain data to inform targeted leadership development (e.g., succession planning).
• Establish and implement a comprehensive competency assessment process and related career progression models to support development and internal mobility.

Performance Management

• Enable employees and managers to have meaningful, ongoing performance conversations that result in clarity and goal achievement.
• Ensure performance reviews are a positive, meaningful experience for employees.
• Maintain a standardized performance evaluation tool and process that drives engagement and performance.
• Ensure managers and employees have ongoing, meaningful performance discussions that align with company values.
• Continuously improve performance evaluation processes in partnership with managers.
• Implement a system to collect employee feedback about the performance management experience to ensure it is meaningful.

Diversity & Inclusion

• Foster an inclusive environment where everyone feels comfortable bringing their whole selves to work.
• Partner with Talent Acquisition and HR business partners to design and implement strategies to attract, hire, advance, and retain a diverse workforce.
• Create and implement programs that promote diversity within the organization.
• Develop and deliver training programs to enhance employee understanding of diversity and inclusion.
• Ensure the organization complies with legislation and employment laws around bias and inclusion.
• Support the recruitment team in creating a brand that appeals to diverse applicants and removes bias.
• Identify external trends and best practices to increase diversity within the workforce.
• Maintain relationships with diversity-related businesses to highlight our company brand.

JOB REQUIREMENTS/EXPECTATIONS

• Minimum 10 years of experience in talent management within medium to large, complex organizations.
• 3+ years of experience leading the development and implementation of company-wide or global leadership development programs.
• Experience in Talent Acquisition is a plus.
• Demonstrated experience designing and delivering strategic learning solutions.
• Proven track record in creating and implementing organization-wide talent processes and programs.
• Professional certifications in leadership development, coaching, instructional design, internal consulting, and personality/leadership assessments (e.g., MBTI, Hogan, DiSC) are highly desired.
• Bachelor's degree required; advanced degree preferred.

KNOWLEDGE EXPECTATIONS

• Able to understand and leverage historical and broad organizational data to generate meaningful insights about key talent populations.
• Naturally inquisitive, with the ability to identify trends across disparate sources.
• Strong team player with the ability to communicate and collaborate across multiple groups with competing priorities; manage within a matrixed, complex organization.
• Proven ability to influence and engage business partners to gain alignment on solutions and prioritize work.
• Strong analytical skills with the ability to make critical decisions in a timely manner.
• Excellent attention to detail and follow-through.
• Strong computer skills, including proficiency with MS Outlook, Office (Word, PowerPoint, Excel).
• Superior communication skills, both written and verbal, with individuals at all levels of the organization.
• Strategic and creative thinker with the ability to translate abstract ideas into tactical concepts and implement them effectively.
• Approachable, with a disarming style that puts others at ease.
• High degree of integrity and ethics, with a strong commitment to confidentiality.
• Willingness to travel for business, estimated at 25% of the time.

MAY PERFORM OTHER DUTIES AS ASSIGNED

WORK ENVIRONMENT

Standard office environment, typically indoors with moderate noise levels. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.

PHYSICAL EFFORT

Must be able to maintain a stationary position for extended periods, move about the office as needed, operate computers, and handle files. The job requires regular communication with others and the ability to lift boxes weighing up to 20 pounds occasionally.

SCHEDULING

This is a full-time, benefits-eligible position, with hours from Monday through Friday, 8:00 a.m. – 5:00 p.m.

TRAVEL

Out-of-state travel is required, with 2-3 days per week spent in a Brokerage office, with each office visited once per quarter.

DISCLAIMER

The above statements are intended to describe the general nature and level of work being performed. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required.

EEOC/ADA STATEMENT:

We are an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, gender, sexual orientation, age, religion, disability, veteran, or any other status prohibited by applicable national, federal, state or local law. In an effort to recruit, develop and retain top talent, we are committed to a policy of nondiscrimination in all personnel practices to ensure equal opportunity for employment, promotion, and training for a more inclusive workforce.