Director of Talent Strategy

Schnabel is an employee-owned, professional engineering and consulting firm that focuses on solving problems related to the earth and environment through specialization in geotechnical, geostructural, tunnel, and dam engineering. Schnabel’s high standards for quality, business ethics, and concern for the communities in which we live are a vital part of who we are. Schnabel is an ENR Top 500 Design Firm with 700 employees in 31 offices throughout the United States.

Recognized by CE News as one of the Best Engineering Firms to Work for, Schnabel provides employees with a competitive benefits package including maternity leave, tuition reimbursement for continuing education, health, dental, life and disability insurance and a wellness program. As an employee-owned company, through the Employee Stock Ownership Plan, Schnabel employees directly benefit from the success of our growing firm.

Benefit Options Include

• Medical insurance
• Dental insurance
• Flexible spending accounts
• Employee life & ADD insurance (100% company-paid)
• Short-term disability (100% company-paid)
• Long-term disability
• Supplemental life insurance
• 401(k) and profit-sharing plan
• Employee stock ownership plan (ESOP)
• Bonus program
• Paid time off
• 9 Paid Holidays
• Wellness program
• Professional development and tuition reimbursement
  
  

Position Summary

The Director of Talent Strategy is a senior HR leader responsible for designing and executing a forward-looking, integrated talent strategy that supports the organization’s mission, growth, and workforce evolution. This role oversees key talent functions—including talent acquisition, immigration and sponsorship, succession planning, internal mobility, and workforce planning—while also driving innovation in talent management, talent development, and organizational design.

Key Responsibilities

Strategic Talent Leadership

• Develop and lead a comprehensive talent strategy aligned with business goals and workforce trends.
• Serve as a strategic advisor to senior leadership on talent-related matters, including organizational design, workforce transformation, and change management.
• Champion a culture of agility, inclusion, and continuous development.
  
  

Talent Acquisition & Employer Brand

• Oversee compliant enterprise-wide recruitment strategies to attract top, diverse talent.
• Partner with marketing and communications to enhance the employer brand and candidate experience.
• Use data and market insights to optimize sourcing, selection, and hiring processes.
  
  

Immigration & Sponsorship

• Lead immigration and sponsorship programs, ensuring compliance with legal and regulatory requirements.
• Develop scalable sponsorship policies and strategies that align with firm’s desired position in the talent market.
  
  

Internal Mobility & Career Pathing

• Create and manage programs that promote internal movement and career growth, including the performance review process and the current career pathing initiative.
• Partner with managers to identify and prepare internal candidates for advancement.
  
  

Talent Development & Succession Planning

• Lead the design and execution of enterprise-wide talent development strategies that align with business goals and future workforce needs.
• Oversee the creation and implementation of leadership development programs, high-potential talent initiatives, and continuous learning opportunities.
• Champion a culture of growth and learning by embedding development opportunities into the employee experience.
• Collaborate with business leaders to identify critical skill gaps and co-create targeted development solutions.
• Use talent analytics to assess development program effectiveness and inform future investments in learning.
• Oversee the integration of development planning into performance management and succession planning processes.
• Design and implement succession planning frameworks for critical roles.
• Monitor talent readiness and organizational bench strength.
  
  

Workforce Planning & Analytics

• Lead workforce forecasting, scenario planning, and skills gap analysis.
• Use talent analytics to inform strategic decisions and measure the impact of talent initiatives.
• Align workforce capabilities with long-term business needs.
  
  

Cross-Functional Collaboration

• Partner with other HR functional leaders (HR operations, Compensation/Benefits, Employee Engagement/Relations, etc.) to ensure alignment across the talent lifecycle.
• Lead or support enterprise-wide initiatives related to talent transformation, digital enablement, and future of work.
• Other duties as assigned.
  
  

Qualifications

• Bachelor’s degree in Human Resources, Business, or related field (Master’s or MBA a plus), or commensurate experience.
• 10 years of progressive HR experience, with at least 5 years in a strategic talent leadership role.
• Proven people leader with expertise in mentoring and developing direct reports.
• Proven success in leading cross-functional talent initiatives across multiple domains.
• Deep understanding of workforce planning, succession, and talent management/development programs.
• Strong business acumen, analytical mindset, executive presence, and communication skills.
• Experience with HR technology platforms, workforce analytics, and change management.
  
  

Preferred Competencies

• Strategic thinking and systems-level problem solving
• Executive communication and influence
• Talent innovation and digital fluency
• Inclusive leadership and cultural agility
• Data-driven decision-making
  
  

The compensation range for this position is between $140,000 to $180,000. Compensation for this position may vary based on geographic location and other factors. We remain committed to providing competitive and equitable compensation to all employees, regardless of their location.