Director, Talent Management and Development

Colonial has provided a wide range of opportunities for job candidates who are highly qualified, skilled, motivated and team players. Employees find exciting opportunities to grow and develop their careers at a stable company which offers a generous compensation and benefits package that includes annual incentive bonuses, retirement plans, insurance coverage and a host of other features that support a happy, active, productive and rewarding life. Come to Colonial, a great place to work, where people matter most, and where safety 24/7 is paramount.

Ready to work for Colonial Pipeline Company?

Are you intrigued by the thought of being part of revolutionizing the energy industry and a new era in the pipeline industry? Do you want to be a part of a company that is obsessed with excellence in everything we do? A company growing and expanding our business that is full of opportunity? If so, we are seeking smart, safety focused, and energetic professionals to join our team to help us to the next level of excellence!

What is it that we do at Colonial Pipeline Company?

Colonial Pipeline is the largest refined products pipeline in the United States, transporting more than 100 million gallons or 2.5 million barrels per day. Colonial transports various grades of gasoline, diesel fuel, home heating oil, jet fuel, and fuels for the U.S. military through a pipeline system. Colonial transports approximately 45 percent of all fuel consumed on the East Coast, providing refined products to more than 50 million Americans.

About the Director, Talent Management and Development Position

The Director of Talent Management and Development leads a team responsible for managing and coordinating organization-wide efforts to foster an engaged workforce that is skilled, highly productive, and capable of meeting the current and future demands of the business. This position is accountable for the development, enhancement, and management of performance management (PM) and talent management (TM) programs, along with a learning and development strategy, that is aligned to company outcomes that attract and retain top talent, build organizational capability, strengthen individual skills and competencies, and partner with the business to drive a culture of high performance. Key areas include leadership and professional development, performance management, succession planning, orientation and mentoring programs, competency models and job-leveling frameworks, pre- and post-employment assessments and 360s, culture and engagement surveys, and governance of organizational and field training.

What You Get to Do:

• Provide professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent.
• Design and implement talent strategies that align talent management with the organization’s business goals, including succession planning, leadership development, mentoring programs, and talent retention.
• Oversee the creation and delivery of learning programs to train and upskill employees and leaders, ensuring they have the required qualifications and necessary competencies to drive performance and ensure compliance with regulatory requirements.
• Develop and manage leadership programs for identifying and nurturing future leaders, fostering internal growth, building skills and capabilities, strengthening organizational stability, and driving long-term business success.
• Establish processes to develop robust succession plans for leadership roles to ensure the organization’s future success, providing key employees are identified, developed, and prepared for leadership positions.
• Provide oversight of the technical training strategy and partner with functional leaders to govern training programs that are developed, deployed, and effectively managed, ensuring regulatory requirements are fulfilled.
• Direct the annual culture and engagement survey process, validating insights and action plans that are summarized and provided to the Board, executive leadership, and all company employees.
• Use HR analytics and metrics to assess the effectiveness of talent programs, make informed decisions, and report on key performance indicators (KPIs) related to talent management.
• Collaborate with senior leadership to ensure talent management strategies are aligned with broader organizational objectives and are supported by people leaders.

What You Bring to the Table:

• Bachelor’s Degree in a related field of study from an accredited college or university; will consider a combination of experience and/or education.
• Ideally 10 years of broad HR experience, including direct experience in talent development and/or talent management.
• Experience designing, developing, and supporting organization-wide talent management programs that cover performance management, talent development, coaching, talent reviews, succession planning, data analytics and relationship management.
• Implementation experience of multiple enterprise-wide talent initiatives (e.g., learning, performance, succession, onboarding, mentoring).
• Skilled in the design and delivery of blended learning solutions.
• Experience in leading and enhancing a talent review/succession planning process.
• Ability to contribute to and support large-scale organizational change.
• Commitment to consistently adhere to policies and procedures and be a positive example for others by demonstrating the Company’s core values of Respect, Accountability, Innovation, Safety, and Excellence in completing work assignments.
• Self-motivated, have a phenomenal work ethic and looking for the right company to support your growth.

Got Extra to Bring?

• MBA or Master’s Degree in Human Resources from an accredited college or university.
• Experience in a highly regulated industry, preferably pipeline or energy industry.
• Successful creation and implementation of new talent programs.
• Facilitation of 360-degree feedback assessments.
• SHRM Senior Certified Professional (SHRM-SCP), or SPHR.

Advantages of Working at Colonial Pipeline Company:

Getting to work for a company that helps to meet our county’s energy needs and keeps us moving!

Team members who care about each other while accomplishing remarkable things.

Highly competitive benefits – Check out Colonial’s Total Rewards

Are you up to the challenge? What are you waiting for? Apply today!

Colonial Pipeline is an Equal Opportunity Employer and does not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, sexual orientation, veteran status or any other reason prohibited by federal, state or local law.

Statement to all Third-Party Agencies and Similar Organizations:

Colonial Pipeline accepts resumes only from agencies with which we formally engage their services. Please do not forward resumes to our applicant tracking system, Colonial Pipeline employees, hiring managers, or send to any Colonial Pipeline facility. Colonial Pipeline is not responsible for any fees or charges associated with unsolicited resumes.