Director, Talent Management

2 weeks ago

Baltimore, United States Fearless Full time
Reasonable Accommodations

Fearless complies with federal and state disability laws and makes reasonable accommodations for applicants and candidates with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, please email hr@fearless.techto submit a formal request to Human Resources.
Compensation

Our Compensation System is designed to reward remarkable work, grow your impact and support the whole "you" over the course of your career.

We believe in paying people fairly, so we've established a compensation model aimed to ensure everyone at Fearless - regardless of race, ethnicity, gender, sexual orientation, disability, religion, age, nationality, or negotiation skills - is given equal pay for equal work. The salary ranges for this position based on location are listed below. The base pay range is subject to change and may be modified as a part of our annual salary range review.

Salary
  • AL, FL, GA, TN Residents: $126,294 (min) - $167,340 (mid) - $208,385 (max)
  • NC Residents: $130,200 (min) - $172,515 (mid) - $214,830 (max)
  • DE, MD, PA, TX, VA Residents: $136,710 (min) - $181,141 (mid) - $225,572 (max)
  • DC Residents: $153,636 (min) - $203,568 (mid) - $253,500 (max)
  • CA, NY, NJ Residents: $158,844 (min) - $210,468 (mid) - $262,093 (max)
Location
  • This is a hybrid position. Must be commutable to Baltimore, MD.
Employment Type
  • Full-time
Summary

The Director of Talent Management is a strategic leadership role responsible for developing and implementing a comprehensive talent management strategy to promote the success and development of our organization and its team members. This position oversees all aspects of talent acquisition, learning, and development, ensuring the organization attracts, develops, and retains top talent to meet current and future business needs. At Fearless, we aim to identify and nurture multiple networks of talent that will impact the larger ecosystem we influence. The ideal candidate will have a deep understanding of the unique challenges and opportunities presented by the government contracting industry and a proven track record of building and developing networks of talent in a way that changes the lives of team members and maximizes organizational performance.
Impact:

The person in this role will be most successful if the following outcomes are realized:
  • Talent with the right skills is readily available to meet the needs of Fearless and its customers at the right time.
  • Team members can realize internal mobility and career growth due to our ability to provide opportunities to build skills and ultimately become the best in their respective fields.
  • Internal business stakeholders will benefit from a strategic partner that helps them find opportunities to leverage our talent networks to provide the best resources for their program, project, and/or department needs.
  • Contribute to the success of Fearless by leading Learning & Development and Talent Acquisition teams to meet company expectations, including related metrics (ex, source to seat, etc.)
  • Increase of desired skills within our talent networks to meet both current and future skill needs
Responsibilities:

Leadership and Strategy:
  • Provide strategic leadership and direction to the talent management team, fostering a collaborative and results-oriented environment.
  • Develop and implement talent management policies and procedures that align with the company's mission and values.
  • Stay abreast of industry trends and best practices in talent management. Incorporate innovative approaches to attract and retain top talent.
  • Collaborate with senior leadership to develop and execute a long-term talent strategy that supports the company's growth and success.
Learning and Development:
  • Design and implement a comprehensive learning and development program that fosters employee growth, enhances skills, and promotes a culture of continuous learning.
  • Identify training needs, develop strategy and implement tailored programs that address specific skill gaps and support career development.
  • Utilize a variety of learning methods, including classroom training, e-learning, mentorship, and coaching, to provide a flexible and engaging learning experience.
  • Evaluate the effectiveness of learning and development programs and make adjustments as needed to ensure maximum impact.
Talent Acquisition:
  • Develop and execute a talent acquisition strategy that aligns with the company's business objectives and attracts top talent in the technology and government contracting sectors.
  • Provide strategic guidance to the Talent Acquisition manager and team to support the development of talent internal and external talent networks.
  • Build and maintain relationships with key stakeholders, including hiring managers, executives, and external partners, to ensure effective talent acquisition.
Skills and Competencies:

This position requires independent practical application and understanding of the implications of the following competencies:

Domain Knowledge:
  • Talent Acquisition: ability to demonstrate methods for creating and maintaining a positive employee value proposition and employment brand. Ability to apply knowledge of best practices for external and internal sourcing, recruiting, and selection assessment
  • Learning & Development: ability to leverage skills and competencies of the workforce to meet the organization's current and future needs. Ability to recommend, design, and implement learning and development programs. Understanding adult learning theory and multiple learning and development approaches and techniques to support career development, career pathing/mapping, mentorship, on-the-job training, etc.
  • Workforce Management: Ability to apply knowledge of workforce planning approaches, techniques, and analysis to support knowledge management, retention, and internal mobility. Ability to develop and implement succession planning programs and strategies.
Evaluating Business Challenges:
  • Ability to partner with stakeholders to understand the current and future challenges and identify needs and opportunities for improvement.
  • Informs stakeholders about current and future threats and liabilities that jeopardize successful outcomes.
  • Advises stakeholders through collaboration and recommends solutions to ensure the attainment of business outcomes and support the organization's strategic direction and long-term goals.
  • Approaches challenges with a proactive and solution-oriented mindset.
Leadership & Team Management:
  • Ability to foster a collaborative and goal-oriented work environment.
  • Proven ability to manage, coach, and develop high-performing teams focusing on achieving results.
  • Strong ability to manage resources, budgets, and team performance metrics effectively.
Communication & Influence:
  • Excellent communication skills, capable of articulating complex ideas to diverse audiences.
  • Ability to build credibility, influence stakeholders, and advocate for strategic initiatives internally and externally.
Experience, Education & Certifications: A minimum of 10 years of progressive experience leading and managing talent acquisition, learning and development teams. Experience in a government contracting environment is preferred. SHRM-CP or SHRM-SCP certification preferred. ATD member and/or certification preferred.
Physical Requirements:
  • Ability to sit for extended periods while working on a computer or during meetings.
  • Must be able to travel occasionally as needed to attend conferences, company meetings or represent Fearless at professional events
  • Ability to communicate effectively via phone, email, and in-person, requiring clear speech, listening, and written communication skills.
  • Ability to move within an office environment, using office equipment, and occasional light lifting (up to 10 pounds).
So, what's next?

Over the years, we've honed our interview process to help ensure that every team member we hire is the right fit for us and that we're the right fit for them. If we think you're a good fit, we'll get in touch and start scheduling your interviews Depending on the role's/project's requirements, the interview process may include some differences. At the minimum
  • Introductory Interview: This is where you and your recruiter will build rapport, explore your career and educational background, discuss salary expectations, role requirements, and set expectations for the interview process, specific to the position of interest.
  • Technical Interview (Skills Fit): This is where we get into the nitty gritty of the project. During the Technical Interview, you'll be interviewed by the technical team to dig more into your background and technical capabilities.
  • Business Interview: At this point, you've made it to the final frontier The Business Interview is when you'll meet with Fearless leadership to dot the i's, cross the t's, and determine whether or not we'll be moving forward with the hiring process.
About Fearless Digital

Fearless Digital builds software with a soul. As a division inside Fearless, we're part of its digital services integrator model to unlock the power of organizations, people and tech. Our division designs, engineers, and delivers digital solutions to solve problems and drive impact. Using iterative development cycles, we minimize risk for our customers and efficiently deliver intuitive and responsive technology. In this way, we help set the stage for tech to work better for people. That's not our only goal, though. We also strive to create a purple culture that makes our team members excited to come to work every day. We take a holistic approach to our people's well-being, and our culture and benefits are designed to support our people in working the way they like best. We encourage our people to pursue their passions, both in and out of the office. With flexible schedules, continuing education support, and a family-friendly work environment, we've created a culture that allows our team to thrive professionally and personally.

Fearless believes in equal opportunity employment. We won't discriminate against any employee or applicant on the basis of race, gender, nationality, age, religion, disability, military status, or sexual orientation. As a company and as individuals, we're committed to providing an inclusive and welcoming environment for our team, our family members, our clients, our subcontractors, and our vendors.
Fearless Digital Benefits

Benefits Eligibility:
  • Full-time team members are eligible for benefits upon beginning employment at Fearless
  • Part-time team members are only eligible for 8.75 days of safe & sick leave
  • Interns and 1099 team members are not eligible for Fearless benefits
Our people make us who we are. We believe that every member of the Fearless team has something to share, and we value the unique viewpoint you'll bring to our community. But we value your community, too, so we offer fulfilling work that stays in balance with the rest of life. Because everyone has different needs, desires, and goals, our benefits offer the choices and flexibility that our team members need to live well and succeed. Here are a few highlights of our benefits package, for full-time team members, exclusively:
  • Life-friendly schedules
  • Family-friendly workplace
  • We cover 100% of your premium for our medical HSA plan + the deductible portion of HSA contributions, 80% of your premium for our HMO or PPO plans, and offer competitive dependent coverage. We cover 100% of dental and vision premiums for you and your dependents and offer medical and dependent care FSA options. We also offer life insurance, short- and long-term disability coverage, and legal planning and support insurance.
  • Tech, education / training, and wellness allowances
  • Safe Harbor 401(k) plan with employer contributions (current match = 4%) and immediate vesting
  • Referral bonus: Bring your friends If someone you refer is hired, you'll get a bonus of $6-12k
  • Total Pet Plan
  • Employee Assistance Program
  • Up 12 weeks of FMLA paid at 100%
  • PTO is provided to team members as a lump sum allowance, not an accrual. PTO is prorated based on your start date (see table below) on a quarterly basis (with tenure-based increases), 8.75 days of sick leave, 11 federal holidays, their birthday (8 hours), up to 15 days for jury duty, and up to 3 days (24 hours) of bereavement leave per eligible instance.
Start DatePTO AllocationAllocation TimingJan 1 - March 31100%JanuaryApril 1 - June 3075%AprilJuly 1 - Sept 3050%JulyOct 1 - Dec 3125%October

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