Jobs and Careers

Director, Talent & Organizational Effectiveness

PA, US, United Statesfull_timeVerifiedPosted 14 Jul 2026

💰 $219,720/yr($146,480/yr – $219,720/yr)

About the role

About Day and Zimmermann

When you’ve been around for more than a century, you know a thing or two! At Day & Zimmermann, we take our lifetime of experience and make things better! Our 37,000+ employees help bring big ideas to life every day. We’re pushing the boundaries of innovation in construction & engineering, operations & maintenance, staffing, and security & defense. And that’s not all. Did we mention that we have 900+ worldwide locations with $3 billion USD in annual revenue? Come join our in on purpose – We put people to work, we protect American freedoms, and we help our customers power and improve the world. We do what we say.® http://www.dayzim.com

Job Summary

The Director, Talent & Organizational Effectiveness leads enterprise talent management and organizational effectiveness initiatives that strengthen leadership capability, organizational health, workforce readiness, and employee performance across Day & Zimmermann. Reporting to the VP, People & Culture, this role partners with business leaders and HR to drive succession planning, leadership development, performance management, organizational effectiveness, employee listening, and change readiness. Through workforce insights, talent practices, and organizational diagnostics, the Director identifies risks, strengthens leadership pipelines, and improves business outcomes. This role also supports the company's skills-based talent strategy by identifying critical capabilities that inform workforce and development planning, while leading enterprise talent programs and organizational effectiveness consulting.

Responsibilities

Lead succession planning and talent review practices across the organization, partnering with HR Business Partners and business leaders to strengthen leadership pipelines, improve talent visibility, and identify readiness and continuity risks. Guide leaders in evaluating talent, assessing future potential, identifying critical capability and skill gaps, and developing actions that strengthen leadership readiness, organizational capability, and long-term organizational sustainability. 25%
Lead the Organizational Effectiveness function by guiding organizational effectiveness engagements, consulting with leaders on organizational challenges, and helping identify opportunities to improve organizational health, team effectiveness, leadership effectiveness, and business performance. Oversee organizational diagnostics and effectiveness engagements, translating findings into practical recommendations and action plans that support business objectives. 25%
Steward the effectiveness and continuous improvement of performance management, career development, talent assessment, and related talent practices that support employee growth, leadership effectiveness, organizational capability, and skills-based talent decisions. Partner with HR Business Partners, business leaders, and People & Culture colleagues to identify emerging capability and skill needs and ensure talent practices reinforce the organization's skills-based talent ecosystem. 15%
Provide organizational effectiveness consultation for significant organizational, workforce, and leadership changes by helping leaders understand organizational impacts, assess readiness, identify risks, and strengthen adoption. Partner with HR Business Partners, Learning & Development, and business leaders to support successful implementation of organizational initiatives and reinforce sustainable behavior change. 15%
Leverage talent reviews, employee listening data, organizational diagnostics, workforce information, and business input to identify emerging talent, leadership, capabilities, employee experience, and organizational trends. Translate findings into actionable recommendations that strengthen organizational effectiveness, engagement, leadership capability, workforce readiness, and business performance. 10%
Lead and develop the team, ensuring clarity of priorities, alignment of work, and effective delivery of services across the function. Serve as a member of the People & Culture leadership team, partnering closely with Workforce Development, Learning & Development, Inclusion & Diversity, and HR Business Partners to support integrated People & Culture priorities and organizational goals. 10%

KSAs (Knowledge, Skills, and Abilities)

Deep expertise in talent management, succession planning, capability and skills assessment, employee listening, organizational effectiveness, leadership development, performance management, organizational diagnostics, and change management practices.
Strong organizational consulting and systems-thinking capability, with the