4,675 Talent Development Director jobs in the United States

Company Description

APPOINTMET TYPE: This is a Temporary Exempt (TEX) (Category 18) position. This position is excluded by the Charter from the competitive civil service examination process and incumbents are at will and shall serve at the discretion of the Appointing Officer. The curation of the appointment is not to exceed 12 months.

Specific information regarding this recruitment process is listed below:

• Application Opening: August 15, 2025
• Application Deadline: This job announcement may close at any time after 5:00 p.m. PT on August 21, 2025; interested applicants are encouraged to apply as soon as possible.
• Salary Range: $167,336 to $213,512
• Recruitment ID: TEX-0932-158053; RTF0158740-01158221

Working at SFO:

San Francisco International Airport (SFO) , an enterprise department of the City and County of San Francisco, has a workforce of approximately 1,900 City employees and is committed to being a diverse, equitable, and inclusive employer .

SFO is more than an airport we are a dynamic organization where employees collaborate with a wide range of stakeholders to support global travel, economic development, and public service. We are recognized as a leader in environmental sustainability, equity, and forward-thinking infrastructure, and continue to be at the forefront of transforming the travel experience.

Our mission is to deliver an airport experience where people and our planet come first.

Our Vision, Mission, and Core Values shape our culture and operations as we continue to build a supportive, purpose-driven workplace where all employees can thrive.

Learn more about careers at SFO at flysfo.com , and follow us on Facebook , Instagram , YouTube ,LinkedIn , Bluesky andThreads .

Job Description

The Talent Development Director is a strategic leader responsible for driving a comprehensive talent development strategy that empowers employees, strengthens leadership pipelines, and enhances organizational performance. This leader will shape SFOs learning culture by delivering innovative programs that support employees at all career stages from onboarding to leadership growth. Reporting to the Director of People, Performance, and Development (PPD), the Talent Development Director will oversee Learning & Development professionals, Talent Development Partners, and Talent Mobility functions, ensuring alignment between employee development, internal mobility, and organizational objectives. This role requires a visionary leader who can influence at all levels of the organization, drive strategic initiatives, and create impactful solutions that enhance employee experience and business outcomes.

Essential functions and duties include:

Develops strategic leadership and vision by developing and implementing talent development strategies that aligns with SFOs mission, values, and strategic priorities and driving es a culture of continuous learning, fostering innovation, growth, and high performance across all levels of the organization.

• Partners with leadership to identify and address critical capability gaps, ensuring talent development initiatives proactively support the organizations evolving needs.e.
• Establishes a clear, forward-looking vision for leadership development, career growth, and employee engagement that supports a thriving and diverse workforce.
• Acts as a trusted advisor to senior leaders, providing strategic counsel on talent development, leadership readiness, and workforce planning.

Learning Strategy & Innovation

• Spearheads the design, development, and implementation of enterprise-wide learning initiatives that drive skill development, leadership growth, and career advancement.
• Leads efforts to integrate learning programs with SFOs strategic priorities, ensuring alignment with culture, values, and business objectives.
• Oversees the creation of scalable learning solutions that blend digital, experiential, and instructor-led approaches to meet the diverse needs of employees.
• Leverages data insights, employee feedback, and industry trends to shape innovative learning strategies and content delivery methods.
• Establishes a robust evaluation framework that measures the effectiveness of learning initiatives, ensuring programs deliver measurable results.

Leadership Development & Talent Pipeline Growth

• Designs and implements a comprehensive leadership development framework that equips leaders at all levels with the skills and capabilities to succeed.
• Partner with senior leaders to create succession planning strategies that identify, prepare, and advance emerging leaders to fill critical roles within the organization.
• Oversees internal mobility programs that connect employees with growth opportunities, ensuring strong career pathways and talent retention.
• Develops targeted learning programs that accelerate leadership readiness, enhance managerial effectiveness, and build future leaders.
• Builds strategic partnerships with leaders to assess organizational needs, identify talent gaps, and provide tailored development solutions.

Career Pathway & Internal Mobility

• Develops and oversees comprehensive Career Pathway Programs that provide clear, structured opportunities for career growth.
• Partners with leaders to identify key roles, skill requirements, and career advancement opportunities to build internal pipelines.
• Designs customized development plans that equip employees with the skills, knowledge, and experiences needed to progress within SFO.
• Implements targeted learning experiences that support career transitions, lateral moves, and upward mobility to maximize employee engagement and retention.
• Develops tools and resources that empower employees to navigate career opportunities and take ownership of their career progression.

Organizational Development & Change Leadership

• Leads enterprise-wide initiatives to strengthen team dynamics and change management capabilities.
• Collaborates with leaders to design targeted offerings that improve team effectiveness and organizational health.
• Guides leaders through complex change initiatives by equipping them with tools, resources, and strategies to drive successful transitions.

Partnership & Influence

• Builds and maintains strong relationships with leaders and cross-functional teams to ensure learning initiatives align with evolving business needs.
• Influences key stakeholders to prioritize talent development strategies that enhance employee engagement, retention, and business outcomes.
• Serves as a visible leader and ambassador for talent development, championing innovative ideas and best practices across the organization.

Operational Excellence & Measurement

• Oversees the design and implementation of learning technologies, such as a Learning Management System (LMS), to support content delivery, reporting, and insights.
• Establishes clear performance metrics to assess the effectiveness and ROI of learning and development initiatives.
• Manages the Talent Development budget, ensuring resources are allocated effectively to maximize impact.
• Continuously assesses talent development strategies, using data insights to refine programs and ensure alignment with organizational goals.

People Responsibilities

• Plans, manages, monitors, evaluates, and supervises staff; lead and develop employees by setting clear performance objectives and goals, regular and honest feedback, and individualized development plans.
• Monitors, coordinates, and reviews project tasks and resources, providing technical assistance and guidance.

• Makes recommendations affecting PPD vision, initiatives, programs, services, and budget expenditures.
• Coordinates work activities to prevent delays in required actions or to improve programs or services; assists in the identification, development, and implementation of SFOs goals, objectives, policies, and priorities; assists in the determination of resource allocation and levels of service according to established policies.
• Advises and consults with managers; meets with appropriate staff to identify and resolve problems or conflicts; recommend final decisions regarding policy, operations, and administrative procedures.
• Participates in budget development by providing detailed justification and persuasive arguments for proposals or initiatives; monitor expenditures in accordance with the approved budget; and provides executive management with an early warning and practical options to potential cost overruns.

Qualifications

Minimum Qualifications:

Every application is reviewed to ensure that you meet the minimum qualifications as listed in the job ad. Please review our articles on Employment Application and Minimum Qualifications and Verification of Experience and/or Education for considerations taken when reviewing applications.

1.Education : A bachelors degree from an accredited college or university;

AND

2.Experience : Five (5) years of professional-level experience in talent development, leadership development, or organizational development, including three (3) years of supervisory experience.

Education Substitution : Additional experience as described above may be substituted for the required degree on a year-for-year basis (up to a maximum of two (2) years). One (1) year i

Talent Development Director, SFO (0932) (158053)

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Talent Development Director, SFO (0932) (158053)

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Company Description

Company Description

APPOINTMET TYPE: This is a Temporary Exempt (TEX) (Category 18) position. This position is excluded by the Charter from the competitive civil service examination process and incumbents are at will and shall serve at the discretion of the Appointing Officer. The curation of the appointment is not to exceed 12 months.

Specific information regarding this recruitment process is listed below:

• Application Opening: August 15, 2025
• Application Deadline: This job announcement may close at any time after 5:00 p.m. PT on August 21, 2025; interested applicants are encouraged to apply as soon as possible.
• Salary Range: $167,336 to $213,512
• Recruitment ID: TEX-0932-158053; RTF0158740-01158221
  
  

Working at SFO:

San Francisco International Airport (SFO) , an enterprise department of the City and County of San Francisco, has a workforce of approximately 1,900 City employees and is committed to being a diverse, equitable, and inclusive employer.

SFO is more than an airportwe are a dynamic organization where employees collaborate with a wide range of stakeholders to support global travel, economic development, and public service. We are recognized as a leader in environmental sustainability, equity, and forward-thinking infrastructure, and continue to be at the forefront of transforming the travel experience.

Our mission is to deliver an airport experience where people and our planet come first.

Our Vision, Mission, and Core Values shape our culture and operations as we continue to build a supportive, purpose-driven workplace where all employees can thrive.

Learn more about careers at SFO at flysfo.com, and follow us on Facebook, Instagram, YouTube, LinkedIn, Bluesky and Threads.

Job Description

The Talent Development Director is a strategic leader responsible for driving a comprehensive talent development strategy that empowers employees, strengthens leadership pipelines, and enhances organizational performance. This leader will shape SFOs learning culture by delivering innovative programs that support employees at all career stages from onboarding to leadership growth. Reporting to the Director of People, Performance, and Development (PPD), the Talent Development Director will oversee Learning & Development professionals, Talent Development Partners, and Talent Mobility functions, ensuring alignment between employee development, internal mobility, and organizational objectives. This role requires a visionary leader who can influence at all levels of the organization, drive strategic initiatives, and create impactful solutions that enhance employee experience and business outcomes.

Essential functions and duties include:

Develops strategic leadership and vision by developing and implementing talent development strategies that aligns with SFOs mission, values, and strategic priorities and driving es a culture of continuous learning, fostering innovation, growth, and high performance across all levels of the organization.

• Partners with leadership to identify and address critical capability gaps, ensuring talent development initiatives proactively support the organizations evolving needs.e.
• Establishes a clear, forward-looking vision for leadership development, career growth, and employee engagement that supports a thriving and diverse workforce.
• Acts as a trusted advisor to senior leaders, providing strategic counsel on talent development, leadership readiness, and workforce planning.
  
  

Learning Strategy & Innovation

• Spearheads the design, development, and implementation of enterprise-wide learning initiatives that drive skill development, leadership growth, and career advancement.
• Leads efforts to integrate learning programs with SFOs strategic priorities, ensuring alignment with culture, values, and business objectives.
• Oversees the creation of scalable learning solutions that blend digital, experiential, and instructor-led approaches to meet the diverse needs of employees.
• Leverages data insights, employee feedback, and industry trends to shape innovative learning strategies and content delivery methods.
• Establishes a robust evaluation framework that measures the effectiveness of learning initiatives, ensuring programs deliver measurable results.
  
  

Leadership Development & Talent Pipeline Growth

• Designs and implements a comprehensive leadership development framework that equips leaders at all levels with the skills and capabilities to succeed.
• Partner with senior leaders to create succession planning strategies that identify, prepare, and advance emerging leaders to fill critical roles within the organization.
• Oversees internal mobility programs that connect employees with growth opportunities, ensuring strong career pathways and talent retention.
• Develops targeted learning programs that accelerate leadership readiness, enhance managerial effectiveness, and build future leaders.
• Builds strategic partnerships with leaders to assess organizational needs, identify talent gaps, and provide tailored development solutions.
  
  

Career Pathway & Internal Mobility

• Develops and oversees comprehensive Career Pathway Programs that provide clear, structured opportunities for career growth.
• Partners with leaders to identify key roles, skill requirements, and career advancement opportunities to build internal pipelines.
• Designs customized development plans that equip employees with the skills, knowledge, and experiences needed to progress within SFO.
• Implements targeted learning experiences that support career transitions, lateral moves, and upward mobility to maximize employee engagement and retention.
• Develops tools and resources that empower employees to navigate career opportunities and take ownership of their career progression.
  
  

Organizational Development & Change Leadership

• Leads enterprise-wide initiatives to strengthen team dynamics and change management capabilities.
• Collaborates with leaders to design targeted offerings that improve team effectiveness and organizational health.
• Guides leaders through complex change initiatives by equipping them with tools, resources, and strategies to drive successful transitions.
  
  

Partnership & Influence

• Builds and maintains strong relationships with leaders and cross-functional teams to ensure learning initiatives align with evolving business needs.
• Influences key stakeholders to prioritize talent development strategies that enhance employee engagement, retention, and business outcomes.
• Serves as a visible leader and ambassador for talent development, championing innovative ideas and best practices across the organization.
  
  

Operational Excellence & Measurement

• Oversees the design and implementation of learning technologies, such as a Learning Management System (LMS), to support content delivery, reporting, and insights.
• Establishes clear performance metrics to assess the effectiveness and ROI of learning and development initiatives.
• Manages the Talent Development budget, ensuring resources are allocated effectively to maximize impact.
• Continuously assesses talent development strategies, using data insights to refine programs and ensure alignment with organizational goals.
  
  

People Responsibilities

• Plans, manages, monitors, evaluates, and supervises staff; lead and develop employees by setting clear performance objectives and goals, regular and honest feedback, and individualized development plans.
• Monitors, coordinates, and reviews project tasks and resources, providing technical assistance and guidance.
• Makes recommendations affecting PPD vision, initiatives, programs, services, and budget expenditures.
• Coordinates work activities to prevent delays in required actions or to improve programs or services; assists in the identification, development, and implementation of SFOs goals, objectives, policies, and priorities; assists in the determination of resource allocation and levels of service according to established policies.
• Advises and consults with managers; meets with appropriate staff to identify and resolve problems or conflicts; recommend final decisions regarding policy, operations, and administrative procedures.
• Participates in budget development by providing detailed justification and persuasive arguments for proposals or initiatives; monitor expenditures in accordance with the approved budget; and provides executive management with an early warning and practical options to potential cost overruns.
  
  

Qualifications

Minimum Qualifications:

Every application is reviewed to ensure that you meet the minimum qualifications as listed in the job ad. Please review our articles on Employment Application and Minimum Qualifications and Verification of Experience and/or Education for considerations

**Director, Talent & Development Experience**
As an experienced professional, you will translate enterprise Talent & Development (T&D) strategies into cohesive and high-impact experiences for our employees, ensuring seamless delivery, clear marketing & communication, and widespread adoption. Partnering closely with colleagues in the T&D Center of Excellence, you will be the orchestrator of end-to-end experiences ensuring they are meaningful, connected, and sustainable within the organization. Using service design principles, this role will plan and organize resources to enhance the experience of our employees and make talent & development at Coca-Cola simpler, better, and faster.
**What You'll Do for Us**
+ **Experience Designer.** You will ensure that Talent & Development initiatives are intuitive, relevant, and accessible to a global audience. By designing employee experiences tailored to diverse career stages, functions, and geographies, you will drive value and utility for our employees and business.
+ **Strategy Operator.** In close collaboration with the T&D CoE, you will transform strategy into actionable implementation roadmaps-addressing resourcing, timelines, interdependencies, and delivery milestones. You will establish resource requirements, and build delivery plans to ensure friction-less initiative rollouts.
+ **Engagement Architect.** With input from T&D Strategy partners, you will craft overarching narratives that tie strategy to business priorities and employee value. You will also lead the creation of communication toolkits, messaging, and engagement campaigns in collaboration with Communications partners to maximize audience adoption.
+ **Enterprise Connector.** You will align related efforts across the Talent & Development portfolio-spanning capabilities, skills, talent management, learning, and more-to ensure consistent messaging and ecosystem development. You will guide collaboration efforts to ensure coordination, collective ownership, and successful outcomes.
+ **Change Agent.** You will focus on driving behavior change by delivering solutions that are clear, human-centric and valuable, cultivating widespread usage and long-term sustainability.
+ **Lead Collaborator.** As a thought partner and integrator to cross-functional teams-including project managers, change and communications specialists, technology, and operations partners - you will lead collaboration to achieve shared goals and outcomes.
+ **Purpose-driven Innovator** By gathering feedback, best practices, and data-driven insights, you will address friction points and continuously optimize solutions. In response to input from markets, employees, and business leaders, you will elevate talent & development processes to achieve great outcomes.
**Qualifications & Requirements**
+ B.S or B.A degree in Business Administration, Management, Human Resources, or related field.
+ **4** -6 years of related work experience, with 2-4 years of experience in Talent & Development, or adjacent domains.
+ Prove ability in influencing without direct authority to effectively manage the needs of multiple stakeholders and priorities. 
+ Proficiency with Workday or other HRIS platforms is strongly preferred.
+ Experienced portfolio manager, with the ability to manage multiple initiatives simultaneously. Highly organized and strong time management skills.
+ Advanced Excel skills, including the ability to produce graphs and tables, perform data analysis and calculations to process large volumes of data.
+ Experience in business process leadership and driving process improvement.
+ Excellent communications skills with the ability to develop and build relationships across all levels of the organization and across all businesses, globally. 
+ Proven track record of developing and executing complex change management programs, including creation of communications materials.
**What We Can Do for You**
+ **Innovation & Technology:** The ability to work with an award-winning team on the cutting edge of innovation.
+ **Exposure to World Class Leaders:** Availability to global Talent & Development leaders that will expand your network and expose you to emerging technologies and techniques.
+ **Agile Work Environment:** We embrace agile, with management that believes in removing barriers so you are empowered to experiment, iterate, and innovate.
**Skills:**
Human Resources Policies; Analytics Insights; Leadership; Strategic Human Resources Leadership; Human Resources Training; Waterfall Model
The Coca-Cola Company will not offer sponsorship for employment status (including, but not limited to, H1-B visa status and other employment-based nonimmigrant visas) for this position. Accordingly, all applicants must be currently authorized to work in the United States on a full-time basis and must not require The Coca-Cola Company's sponsorship to continue to work legally in the United States.
Pay Range:$143,600 - $164,700
Base pay offered may vary depending on geography, job-related knowledge, skills, and experience. A full range of medical, financial, and/or other benefits, dependent on the position, is offered.
Annual Incentive Reference Value Percentage:30
Annual Incentive reference value is a market-based competitive value for your role. It falls in the middle of the range for your role, indicating performance at target.
We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class.

We are seeking a strategic and service-focused **Senior Director of Talent Development** to lead the delivery of high-impact leadership development, performance enablement, and succession planning initiatives across our retail organization. Reporting to the **Vice President, Talent Engagement & Development** , this role is critical in operationalizing enterprise talent management strategies that build leadership capability, strengthen succession pipelines, and foster a culture of high performance, inclusion, and associate engagement.
The successful candidate will have experience delivering complex, enterprise-level programs and be equally skilled in strategy execution, stakeholder influence, change management and team leadership.
**Key Responsibilities**
**Leadership Development Execution**
+ Drive the design and implementation of leadership development programs, including enterprise-wide **Leadership Academies** tailored for various leader levels (frontline to executive).
+ Manage leadership development vendors, executive coaches, and internal facilitators to ensure high-quality, scalable solutions.
+ Deliver learning and management development experiences aligned with the company's leadership capabilities framework (competencies) and development strategy.
**High Potential (HiPo) Program Management**
+ Build a strong internal talent pipeline and execute the company's HiPo strategy, including nomination processes, development plans, cohort experiences, and progress tracking.
+ Partner with HRBPs to ensure HiPo development aligns with individual readiness and succession goals.
+ Lead the design and execution of leadership development tailored to close the gap on business-critical leadership capabilities and skills.
**Leadership Assessments**
+ Manage and execute leadership assessments across levels (360s, psychometric tools, etc.), working closely with external vendors and internal stakeholders.
+ Interpret assessment results and provide guidance for follow-up development plans, coaching, or learning experiences.
**Succession Planning & Board Materials**
+ Collaborate with HRBPs and executive leaders to coordinate and execute biannual succession planning processes across all functions.
+ Prepare Board of Directors (BOD) materials, succession slates, readiness pipelines, and presentation materials for senior HR and executive leadership.
**Performance Management Enablement**
+ Oversee the execution of the annual performance management cycle, ensuring leaders have the tools, communications, and training to drive accountability and alignment.
+ Analyze and present performance trends to help inform future development and planning efforts.
**Employee Engagement & Culture**
+ Lead the execution of the annual **VOICE Associate Engagement Survey** , including survey administration, analytics, and follow-up action planning tools.
+ Partner cross-functionally to design and launch engagement programs that reinforce a positive and inclusive workplace culture.
**Executive Onboarding & Integration**
+ Manage executive onboarding and cultural assimilation experiences to accelerate time to impact and long-term engagement.
**Team & Vendor Leadership**
+ Lead a team of internal talent development professionals and oversee a portfolio of external partners and vendors.
+ Foster a collaborative, high-performing team environment aligned with HR's strategic priorities.
**Metrics & Reporting**
+ Track and report KPIs related to program effectiveness, leader development, and succession readiness.
+ Provide regular updates and data-driven insights to the VP, CHRO, and senior HR stakeholders.
**Budget & Resource Management**
+ Manage budgets associated with leadership development, assessments, coaching, and external partnerships to ensure quality and cost-effectiveness
**Minimum Requirements**
+ Bachelor's degree in Organizational Development, Human Resources, Business, or a related field; Master's degree preferred.
+ 8+ years of progressive experience in talent development, leadership development, or organizational development, preferably in retail or a high-growth, distributed environment.
+ Proven success in executing leadership development programs, assessments, and HiPo strategies.
+ Strong experience preparing and presenting talent and succession materials to senior executives and boards.
+ Excellent facilitation, communication, and stakeholder management skills.
+ Strong project management capabilities and ability to manage multiple priorities in a fast-paced environment.
+ Experience with leadership assessments and development tools (e.g., Hogan, OPQ, Korn Ferry, DiSC, 360s).
+ Strong experience building and leading high-performing customer-focused teams
+ Proficiency in using talent analytics to drive insights and outcomes.
+ Experience managing budgets and external vendors/consultants.
Full time
500 Volvo Parkway,Chesapeake,Virginia 23320
Talent Development
Dollar Tree

Description
Are you an experienced HR leader with a background in the retail industry? A Robert Half client is seeking a dynamic HR Director to play a key role in leading organizational change and optimizing employee workflows during a critical contract engagement. This role offers a chance to work with a retail industry leader that values innovation and employee empowerment. As the HR Director, you'll serve as a strategic partner in driving change management initiatives and work optimization strategies, ensuring the organization is well-positioned for long-term success.
Responsibilities:
+ Actively lead change management processes to support organizational goals and align HR practices with strategic business objectives.
+ Develop strategies to enhance employee workflows and operational efficiencies.
+ Advise senior leadership on key HR initiatives, talent strategies, and labor compliance specific to the retail industry.
+ Partner with cross-functional teams and stakeholders to foster a collaborative and results-driven environment.
+ Analyze HR metrics and trends to provide recommendations for continuous improvement.
Benefits available to contract professionals, include medical, vision, dental, and life and disability insurance. Hired contract/temporary professionals are also eligible to enroll in our company 401(k)plan. Visit roberthalf.gobenefits.net for more information.
The position is based in Chicago, IL with a 100% on site work model!
Apply today! Step forward and embrace the challenge to make a difference. Robert Half invites you to be part of an exciting journey.
Requirements
+ Retail industry experience in Human Resources is a must; familiarity with HR policies, operations, and challenges specific to the sector is essential.
+ Proven ability to lead change management initiatives, aligning HR priorities with broader organizational objectives.
+ Expertise in work optimization strategies, including streamlining processes, enhancing team collaboration, and driving productivity.
+ Track record of serving in an HR leadership capacity, particularly with decision-making and consulting senior leadership teams.
+ Exceptional communication, problem-solving, and organizational skills.
Robert Half is the world's first and largest specialized talent solutions firm that connects highly qualified job seekers to opportunities at great companies. We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles.
Robert Half works to put you in the best position to succeed. We provide access to top jobs, competitive compensation and benefits, and free online training. Stay on top of every opportunity - whenever you choose - even on the go. Download the Robert Half app ( and get 1-tap apply, notifications of AI-matched jobs, and much more.
All applicants applying for U.S. job openings must be legally authorized to work in the United States. Benefits are available to contract/temporary professionals, including medical, vision, dental, and life and disability insurance. Hired contract/temporary professionals are also eligible to enroll in our company 401(k) plan. Visit roberthalf.gobenefits.net for more information.
© 2025 Robert Half. An Equal Opportunity Employer. M/F/Disability/Veterans. By clicking "Apply Now," you're agreeing to Robert Half's Terms of Use ( .

Description We are looking for a skilled HR Director to join our team on a long-term contract basis in Morris, Connecticut. This role is ideal for an experienced and detail-oriented individual passionate about driving employee engagement, managing HR operations, and ensuring compliance with company policies. The successful candidate will oversee critical aspects of human resources, including employee relations, compensation, and benefits administration.
Responsibilities:
- Lead and manage employee relations initiatives, fostering a positive and collaborative work environment.
- Oversee the development and administration of compensation and benefits programs to ensure competitive offerings.
- Ensure compliance with all applicable labor laws and HR regulations, maintaining up-to-date knowledge of industry standards.
- Develop and implement HR policies and procedures that align with organizational goals and legal requirements.
- Supervise benefit functions, including enrollment, vendor management, and employee communication.
- Provide strategic guidance to leadership on workforce planning, talent acquisition, and retention strategies.
- Monitor and improve HR processes to enhance operational efficiency and employee satisfaction.
- Address and resolve workplace issues, offering expert advice and mediation when necessary.
- Conduct regular audits of HR practices to ensure consistency and compliance.
- Collaborate across departments to support organizational objectives and drive HR-related initiatives. Requirements - Extensive experience in employee relations and human resources administration.
- Strong knowledge of compensation and benefits practices, including policy development.
- Proven expertise in HR compliance and knowledge of relevant labor laws and regulations.
- Demonstrated ability to lead and manage complex HR functions across multiple areas.
- Excellent communication and interpersonal skills to effectively interact with employees and leadership.
- Ability to handle sensitive issues with discretion and professionalism.
- Proficiency in developing and implementing HR policies and procedures.
- Strong analytical skills to assess and improve HR operations.
Robert Half is the world's first and largest specialized talent solutions firm that connects highly qualified job seekers to opportunities at great companies. We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles.
Robert Half works to put you in the best position to succeed. We provide access to top jobs, competitive compensation and benefits, and free online training. Stay on top of every opportunity - whenever you choose - even on the go. Download the Robert Half app ( and get 1-tap apply, notifications of AI-matched jobs, and much more.
All applicants applying for U.S. job openings must be legally authorized to work in the United States. Benefits are available to contract/temporary professionals, including medical, vision, dental, and life and disability insurance. Hired contract/temporary professionals are also eligible to enroll in our company 401(k) plan. Visit roberthalf.gobenefits.net for more information.
© 2025 Robert Half. An Equal Opportunity Employer. M/F/Disability/Veterans. By clicking "Apply Now," you're agreeing to Robert Half's Terms of Use ( .

Description
Robert Half has an exciting direct-hire HR Director opening with a growing client in Clearwater, FL!
Qualifications
+ Developing organizational strategies by identifying and researching human resources needs and providing guidance, development and implementation on all things HR
+ Manages overall performance of various teams by recruiting, selecting, training and coaching staff.
+ Performs special project as assigned by management and other C-suite leadership.
+ Supports management by providing human resources advice, counsel, and decisions.
+ Guides management and employee actions by researching, developing, writing, and updating policies.
+ Provides overall federal, state, and local legal compliance through continuous education and certifications.
+ Guides company policy and determines optimization of overall employee benefits strategy.
+ Develops strategies and initiatives to further improve overall company morale and wellness.
Requirements
Requirements
+ 7+ years of HR leadership experience.
+ Experience with guiding overall HR strategy with policy and procedure development.
+ Bachelor's degree in a related field preferred
+ SHRM-CP or PHR certifications preferred.
+ Excellent written and oral communication.
+ Must be able to handle multiple and ever-changing projects with strict attention to detail.
Robert Half is the world's first and largest specialized talent solutions firm that connects highly qualified job seekers to opportunities at great companies. We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles.
Robert Half works to put you in the best position to succeed. We provide access to top jobs, competitive compensation and benefits, and free online training. Stay on top of every opportunity - whenever you choose - even on the go. Download the Robert Half app ( and get 1-tap apply, notifications of AI-matched jobs, and much more.
All applicants applying for U.S. job openings must be legally authorized to work in the United States. Benefits are available to contract/temporary professionals, including medical, vision, dental, and life and disability insurance. Hired contract/temporary professionals are also eligible to enroll in our company 401(k) plan. Visit roberthalf.gobenefits.net for more information.
© 2025 Robert Half. An Equal Opportunity Employer. M/F/Disability/Veterans. By clicking "Apply Now," you're agreeing to Robert Half's Terms of Use ( .

Description
An exciting entertainment company located in West Hollywood is looking for a Human Resources Director. This is a contract position lasting until December 31st, 2025 with the chance to extend and possibly go permanent for the right individual! As the HR Director, you will oversee and manage 3-5 HRBP's, and you will play a pivotal role in advancing our clients talent management, HR strategy, and employee engagement initiatives. You will partner closely with senior leaders across the company to drive HR programs that align with business objectives and foster a positive work culture.
Key Responsibilities:
- Strategic HR Leadership:
o Collaborate with the CHRO and executive team to develop and implement HR strategies that support business goals.
o Drive the HR function to align with organizational objectives and adapt to changing market conditions.
- Business Partnering:
o Serve as a trusted advisor to senior leaders, providing strategic HR guidance on talent acquisition, development, and retention.
o Partner with department heads to understand their needs and proactively address HR challenges.
- Performance Management:
o Establish and oversee performance management processes to foster a high-performance culture.
o Implement employee feedback mechanisms and continuous improvement initiatives.
- Employee Relations:
o Address complex HR issues, investigations, and conflict resolution.
o Promote a positive workplace culture and diversity, equity, and inclusion (DEI) initiatives.
- HR Metrics and Analytics:
o Utilize HR data and metrics to assess HR programs' effectiveness and drive data-informed decision-making.
o Recommend improvements and course corrections as needed.
- Compliance and Legal:
o Ensure HR practices adhere to all applicable labor laws and regulations.
o Maintain an up-to-date knowledge of HR compliance issues.
- Budget Management:
o Manage the HR budget, ensuring cost-effective HR solutions and efficient resource allocation.
Requirements
- Bachelor's degree in Human Resources, Business Administration, or a related field is preferred.
- 10+ years of progressive HR leadership experience, including experience in a senior HRBP or HR leadership role.
- Strong strategic thinking and problem-solving skills.
- Exceptional interpersonal and communication skills.
- Proven ability to influence and build relationships at all organizational levels.
- In-depth knowledge of HR best practices, labor laws, and compliance.
- Experience in driving diversity, equity, and inclusion initiatives.
- HR certification (e.g., SHRM-SCP, SPHR) helpful.
.
TalentMatch®
­Robert Half is the world's first and largest specialized talent solutions firm that connects highly qualified job seekers to opportunities at great companies. We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles.
Robert Half works to put you in the best position to succeed. We provide access to top jobs, competitive compensation and benefits, and free online training. Stay on top of every opportunity - whenever you choose - even on the go. Download the Robert Half app ( and get 1-tap apply, notifications of AI-matched jobs, and much more.
Robert Half will consider for employment qualified applicants with arrest or conviction records in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. All applicants applying for U.S. job openings must be legally authorized to work in the United States. Benefits are available to contract/temporary professionals, including medical, vision, dental, and life and disability insurance. Hired contract/temporary professionals are also eligible to enroll in our company 401(k) plan. Visit roberthalf.gobenefits.net for more information.
© 2025 Robert Half. An Equal Opportunity Employer. M/F/Disability/Veterans. By clicking "Apply Now," you're agreeing to Robert Half's Terms of Use ( .

Description
Robert Half is actively recruiting for a Senior HR Director / Consultant to support our client in the Distribution sector. The consultant will build and implement foundational HR processes design scalable systems, ensure compliance with California labor laws, and shape a strong workplace culture. This is a consulting role requiring expertise in setting up HR functions from scratch.
Key areas of focus will include compliance with federal and California labor laws, updating policies as needed, streamline hiring and onboarding processes to support business growth.
Performance Management/ Organizational Development: Establish and train managers on performance evaluation systems aligned with company goals.
Employee Relations: Address workplace concerns, mediate conflicts, and promote a positive and inclusive culture. This opportunity will be located onsite in Corona, CA.
Skills:
-Experience: 4+ years building HR systems and processes from scratch, with consulting or project-based experience preferred.
-In-depth knowledge of California labor laws, compliance, and best practices.
-Skills: Strong communication, organizational, and problem-solving abilities.
-HR certifications (PHR, SHRM-CP) are a plus.
Requirements - Minimum of 5 years of experience in building HR systems and processes from the ground up.
- Expertise in California labor laws, compliance requirements, and HR best practices.
- Proven track record in consulting or project-based HR roles, particularly within dynamic industries.
- Strong communication, organizational, and problem-solving skills.
- Familiarity with employee relations, performance management, and organizational development.
- HR certifications (e.g., SHRM-CP, PHR) are preferred but not required.
- Ability to handle sensitive HR matters with discretion and professionalism.
- Demonstrated experience in driving initiatives that enhance workplace culture.
Robert Half is the world's first and largest specialized talent solutions firm that connects highly qualified job seekers to opportunities at great companies. We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles.
Robert Half works to put you in the best position to succeed. We provide access to top jobs, competitive compensation and benefits, and free online training. Stay on top of every opportunity - whenever you choose - even on the go. Download the Robert Half app ( and get 1-tap apply, notifications of AI-matched jobs, and much more.
All applicants applying for U.S. job openings must be legally authorized to work in the United States. Benefits are available to contract/temporary professionals, including medical, vision, dental, and life and disability insurance. Hired contract/temporary professionals are also eligible to enroll in our company 401(k) plan. Visit roberthalf.gobenefits.net for more information.
© 2025 Robert Half. An Equal Opportunity Employer. M/F/Disability/Veterans. By clicking "Apply Now," you're agreeing to Robert Half's Terms of Use ( .