Director of Talent Planning
Consortium of Universities of the Washington Metropolitan Area, Chattanooga, TN, United States
About the Position
The Director of Talent Planning is responsible for leading the development of integrated talent strategies that drive operational effectiveness, foster an inclusive and engaging culture, and elevate the overall employee experience. This role ensures the seamless integration of critical talent functions to include Talent Acquisition, Community & Culture, People Analytics, and Employee Engagement, ensuring these functions work together to build a future‑ready workforce and thriving organizational culture. Partnering closely with senior leadership, HR business partners, and business unit leaders, the Director anticipates talent needs, designs workforce strategies, and drives initiatives that strengthen our talent pipeline. By producing predictive analytics and delivering actionable insights, this role plays a critical role in informing workforce design and supporting enterprise‑wide strategic objectives.
Functions
Drive enterprise-wide talent strategy by developing strong strategic partnerships across business units to ensure unified workforce planning.
Optimize people analytics and workforce insights by translating complex datasets into clear, compelling talent recommendations that enable informed decision‑making and support an engaged culture.
Champion employee engagement by aligning community, culture, and talent strategies to create a thriving, future‑ready workforce.
Enhance workforce resilience by partnering with senior leadership to anticipate risks and establish contingency plans for critical talent needs.
Develop and implement innovative long‑term workforce strategies that align talent skills with evolving business priorities.
Accelerate data‑driven decision‑making by delivering advanced workforce forecasts that reveal skill gaps, labor demands, and opportunities for optimization.
Partner with senior leadership to identify critical roles and ensure robust succession planning, leadership readiness, and talent bench strength.
Define, monitor, and report on key KPIs, including turnover, time‑to‑fill, vacancy rates, succession planning, culture and engagement.
Collaborate closely with TA and business leaders to ensure position accuracy and design strategies that build internal and external pipelines for current and future needs.
Partner with leadership to drive adoption of talent planning practices across the organization, fostering a culture of proactive workforce planning and agility.
Advise and mentor the field HR teams to drive performance and innovation for talent planning and engagement.
Qualifications
Bachelor’s degree in Business, Human Resources or related field required or equivalent years of experience required. Equivalent years of experience is defined as one year of professional experience for each year of college requested.
7 years of experience in leading and growing cross‑functional teams.
3‑5 years of experience in data analytics, reporting and data interpretation.
Experience in leading enterprise‑wide initiatives creating leadership buy‑in.
Experience applying talent planning strategies to support current and future growth across an organization.
Competencies
Collaborative Leadership – Knows how to get things done through formal channels and the informal network while instilling a sense of purpose in others; sees connection to larger purposes.
Communicate for Impact – Devoting the time and resources necessary to communicate the strategic vision, direction, priorities, and progress of the team for which you are responsible.
Customer Relationship Building – Having an intimate knowledge of the customer’s changing needs and the ability to produce rapid results in all areas.
Financial Acumen – Maintains and applies a broad understanding of financial management principles to ensure decisions are fiscally sound, responsible, and are strategically aligned.
Leading Change – Ability to develop and implement an organizational strategy and to incorporate it into the organization’s long‑term goals. Foster a work environment that encourages creative thinking and the ability to maintain focus, intensity, and persistence, even under adversity.
Leading People – Ability to develop and implement strategies to maximize employee performance and foster employee engagement in meeting the organization’s strategy.
Strategic Agility – Gains perspective and balances the pressure between daily tasks and strategic actions that impact the long‑term viability of the organization.
Travel Requirements This position is expected to travel approximately 25% or less. A passport is not required, but recommended.
Benefits Offered
Medical insurance including HSA, HRA and FSA accounts
Supplemental insurance including critical illness, hospital indemnity, accidental injury
Dental Insurance
Vision Insurance
Basic Life and Supplemental Life
Short Term and Long Term Disability
Paid Parental Leave
401(k)
Paid Time Off approximately 2 weeks (accrual begins on Day 1 of employment)
Employer Paid Holidays – 10 days
Kenco strives to provide a supportive, professional environment for all employees. As a part of Kenco, we expect our team to uphold our three key pillars: be honest, serve, and get better. Each should strive for operational excellence, pursue innovation, and want to grow with our company.
Kenco Group is an Equal-Opportunity Employer. All employees and applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disability, or any other characteristic protected by law.
For California residents – please enter or copy/paste the address below into your address bar to review an important notice regarding Kenco’s privacy policy.
https://www.kencogroup.com/ccpa-notice-at-collection-for-employees-and-applicants/
Please click the image to download the EEOC ‘Know Your Rights; Discrimination is Illegal’ posting. https://www.eeoc.gov/poster
#J-18808-Ljbffr
Functions
Drive enterprise-wide talent strategy by developing strong strategic partnerships across business units to ensure unified workforce planning.
Optimize people analytics and workforce insights by translating complex datasets into clear, compelling talent recommendations that enable informed decision‑making and support an engaged culture.
Champion employee engagement by aligning community, culture, and talent strategies to create a thriving, future‑ready workforce.
Enhance workforce resilience by partnering with senior leadership to anticipate risks and establish contingency plans for critical talent needs.
Develop and implement innovative long‑term workforce strategies that align talent skills with evolving business priorities.
Accelerate data‑driven decision‑making by delivering advanced workforce forecasts that reveal skill gaps, labor demands, and opportunities for optimization.
Partner with senior leadership to identify critical roles and ensure robust succession planning, leadership readiness, and talent bench strength.
Define, monitor, and report on key KPIs, including turnover, time‑to‑fill, vacancy rates, succession planning, culture and engagement.
Collaborate closely with TA and business leaders to ensure position accuracy and design strategies that build internal and external pipelines for current and future needs.
Partner with leadership to drive adoption of talent planning practices across the organization, fostering a culture of proactive workforce planning and agility.
Advise and mentor the field HR teams to drive performance and innovation for talent planning and engagement.
Qualifications
Bachelor’s degree in Business, Human Resources or related field required or equivalent years of experience required. Equivalent years of experience is defined as one year of professional experience for each year of college requested.
7 years of experience in leading and growing cross‑functional teams.
3‑5 years of experience in data analytics, reporting and data interpretation.
Experience in leading enterprise‑wide initiatives creating leadership buy‑in.
Experience applying talent planning strategies to support current and future growth across an organization.
Competencies
Collaborative Leadership – Knows how to get things done through formal channels and the informal network while instilling a sense of purpose in others; sees connection to larger purposes.
Communicate for Impact – Devoting the time and resources necessary to communicate the strategic vision, direction, priorities, and progress of the team for which you are responsible.
Customer Relationship Building – Having an intimate knowledge of the customer’s changing needs and the ability to produce rapid results in all areas.
Financial Acumen – Maintains and applies a broad understanding of financial management principles to ensure decisions are fiscally sound, responsible, and are strategically aligned.
Leading Change – Ability to develop and implement an organizational strategy and to incorporate it into the organization’s long‑term goals. Foster a work environment that encourages creative thinking and the ability to maintain focus, intensity, and persistence, even under adversity.
Leading People – Ability to develop and implement strategies to maximize employee performance and foster employee engagement in meeting the organization’s strategy.
Strategic Agility – Gains perspective and balances the pressure between daily tasks and strategic actions that impact the long‑term viability of the organization.
Travel Requirements This position is expected to travel approximately 25% or less. A passport is not required, but recommended.
Benefits Offered
Medical insurance including HSA, HRA and FSA accounts
Supplemental insurance including critical illness, hospital indemnity, accidental injury
Dental Insurance
Vision Insurance
Basic Life and Supplemental Life
Short Term and Long Term Disability
Paid Parental Leave
401(k)
Paid Time Off approximately 2 weeks (accrual begins on Day 1 of employment)
Employer Paid Holidays – 10 days
Kenco strives to provide a supportive, professional environment for all employees. As a part of Kenco, we expect our team to uphold our three key pillars: be honest, serve, and get better. Each should strive for operational excellence, pursue innovation, and want to grow with our company.
Kenco Group is an Equal-Opportunity Employer. All employees and applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disability, or any other characteristic protected by law.
For California residents – please enter or copy/paste the address below into your address bar to review an important notice regarding Kenco’s privacy policy.
https://www.kencogroup.com/ccpa-notice-at-collection-for-employees-and-applicants/
Please click the image to download the EEOC ‘Know Your Rights; Discrimination is Illegal’ posting. https://www.eeoc.gov/poster
#J-18808-Ljbffr