DIS-TRAN Steel Transfer Portal - Director of Talent

Come join our collaborative and innovative team at DIS-TRAN Packaged Substations!

DIS-TRAN Packaged Substations has been an industry leader in the design and supply of high-voltage, open-air substations, and switchyards since 1965. Over a half-century of building meaningful relationships with our customers and vendors boils down to one thing: people. We take pride in our collaborative approach where everything we do is designed to deliver the project the right way, your way.

Though we have grown over the years, and now offer new innovations like our Factory-Built

Substations, our age-old commitment will never change: to take care of you like family.

The Director of Talent leads the development of integrated talent plans that anticipate the organization’s workforce, capability, leadership, and compensation need. This role converts enterprise and business-unit strategies, operating goals, financial priorities, and market conditions into actionable recommendations regarding workforce requirements, critical roles, team design, succession, employee development, compensation, and talent investment.

The Director combines internal workforce and compensation data with external labor market intelligence to identify talent supply, demand, cost, risk, and opportunity. The role evaluates workforce scenarios, team configurations, succession needs, compensation pressures, and alternative talent strategies, then provides leaders with clear, evidence-based recommendations.

This is a strategy and decision-support role, not solely a reporting or administrative function. Success requires strong business judgment, analytical depth, curiosity, communication skills, discretion, and the ability to translate complex information into practical business decisions.

• Partner with business leaders to understand organizational strategies, growth priorities, workforce needs, operating realities, and capability requirements.
• Translate business plans into workforce and talent strategies that identify future talent needs, leadership requirements, critical roles, and investment priorities.
• Develop workforce scenarios and recommend strategies to build, acquire, deploy, retain, develop, or reallocate talent.
• Design workforce, team, and organizational solutions that support business objectives and operational effectiveness.
• Develop succession strategies and talent pipelines for critical positions and capabilities.
• Identify capability gaps, succession risks, and development opportunities, and recommend actions to strengthen organizational readiness.

• Monitor labor market conditions, talent availability, compensation trends, and competitive market activity.
• Integrate workforce, compensation, recruiting, retention, and market data to identify opportunities and risks.
• Develop compensation recommendations including market adjustments, salary structures, incentives, geographic differentials, and retention strategies.
• Advise leaders on new positions, promotions, internal mobility, retention concerns, and difficult-to-fill roles.
• Evaluate workforce and compensation scenarios and communicate cost, business impact, talent risk, and expected outcomes.
• Provide leaders with actionable insights that support workforce and compensation decisions.

• Leverage workforce, compensation, talent, and business data to develop meaningful insights and recommendations.
• Develop and maintain dashboards, reporting tools, analytical models, and decision-support resources.
• Utilize HR systems, compensation platforms, business intelligence…