Talent Manager

The Talent Manager leads the Tribe’s talent acquisition, onboarding, learning and development, workforce outreach, and HR technology functions. This position is responsible for building effective and scalable talent practices that support the Tribe’s ability to attract, hire, onboard, develop, and retain a strong workforce.

The Talent Manager supervises assigned HR staff and partners with the Executive Director of HR, HR Business Partners, and other leaders to identify workforce needs, strengthen talent pipelines, improve hiring, training programs, performance management, and employee development practices, and support consistent application of the Tribal Preference Ordinance.

• Lead the Tribe’s talent acquisition function and oversee the full recruitment lifecycle.
• Supervise, coach, and develop recruiting and other direct reports, establishing clear priorities, expectations, and accountability.
• Partner with hiring managers and HR Business Partners to develop proactive and targeted recruitment and sourcing strategies, including strategies for difficult-to-fill positions.
• Oversee interview and selection processes, candidate communication, and candidate experience.
• Develop and manage recruiting metrics, dashboards, and reports to evaluate results and identify opportunities for improvement.
• Ensure recruiting processes and practices are consistent, effective, and aligned with Tribal policies and the Tribal Preference Ordinance.
• Support consistent implementation of Tribal Preference throughout recruitment and selection.
• Develop outreach and talent pipelines through colleges, Tribal organizations, workforce partners, schools, professional associations, and community organizations.
• Coordinate job fairs, career events, internships, college partnerships, and other recruiting and workforce outreach activities.
• Develop strategies to increase awareness of employment and career opportunities for Tribal members, preference candidates, students, and prospective employees.

• Oversee onboarding administration and pre-employment processes and supervise the Onboarding Coordinator.
• Partner with HR Business Partners, who facilitate New Hire Orientation, to provide a consistent transition from candidate to employee.
• Continuously evaluate and improve onboarding processes, communication, resources, and the new-hire experience.

• Lead organizational learning and development initiatives and assess training needs in partnership with HR and organizational leaders.
• Develop and coordinate manager and leadership development, HR-related training, and other workforce development programs.
• Lead workforce planning processes and support identification of critical positions, talent gaps, internal talent, and development opportunities.
• Support career pathways, internal mobility, employee development, and workforce pipeline initiatives.

• Provide functional oversight of HRIS and talent-related technology and supervise the HRIS Administrator.
• Lead improvements to recruiting, onboarding, learning, reporting, and other HR workflows and systems.
• Support HRIS implementations, upgrades, integrations, reporting, data integrity, and user training.
• Identify opportunities to streamline and automate HR processes and improve employee and manager experience.
• Partner with Executive Director of HR and HR Business Partners to identify workforce trends, staffing challenges, and future talent needs.
• Use talent and workforce data to recommend strategies and process improvements.
• Lead talent-related projects and maintain consistent processes, procedures, resources, and documentation across locations.
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