Talent Management Specialist

Company Overview

Moss is a national privately held construction firm providing innovative solutions resulting in award-winning projects. With regional offices across the United States, Moss focuses on construction management, solar EPC, and design-build. The company’s diverse portfolio encompasses a wide range of sectors, including luxury high-rise residential, landmark mixed-use developments, hospitality, K-12 and higher education, justice, solar energy and battery storage, and sports. Moss is ranked by Engineering News-Record as the nation’s top solar contractor and one of the top 50 general contractors. Moss prides itself on a strong entrepreneurial culture that honors safety, quality, client engagement, and employee development. Its employees consistently rank Moss as one of the best places to work.

Talent Management Specialist

The Talent Management Specialist is responsible for talent acquisition, talent management and resource planning, and internship program stewardship. This position helps attract, develop, deploy, and retain exceptional talent while partnering closely with operational leaders and People Experience stakeholders.

Guided by our purpose to empower people to create the exceptional, this role brings a proactive, people-centered, data-informed approach to building strong pipelines, identifying workforce needs, developing future talent, and creating consistent experiences aligned with our core values.

Key Responsibilities

Talent Acquisition & Recruitment

• Full-Cycle Recruitment Lead and manage the recruitment process for key positions across departments, including candidate sourcing, résumé screening, interview coordination and participation, selection support, offer process coordination, and onboarding partnership.
• Job Descriptions & Candidate Sourcing Partner with hiring managers to develop clear, compelling job descriptions that accurately reflect role requirements and our culture. Leverage social media, networking, referrals, career events, and other sourcing strategies to identify high-quality candidates.
• Candidate Experience Deliver a seamless, professional, and welcoming candidate experience from initial outreach through onboarding, ensuring candidates encounter a process that reflects our core values and commitment to creating the exceptional.
• Applicant Tracking & Reporting Maintain accurate candidate pipelines and recruiting records leveraging systems as much as possible. Provide timely recruitment reports and metrics to leadership, highlighting hiring progress, effectiveness, trends, opportunities, and areas for improvement.
• Employer Branding Partner with leadership, strategy, and marketing teams to strengthen the organization’s employer brand and promote the company as an employer of choice.

Talent Management, Retention & Resource Planning

• Resource Planning & Utilization Partner with operational leaders to align talent allocation with current and anticipated workforce demands. Use Brigit Bench, workforce data, job-site schedules, project start and end dates, and direct communication with leaders to support effective resource planning and optimal use of team members’ bench time.
• Data Accuracy and Workforce Visibility Help maintain accurate, timely workforce and resource-planning data in company systems. Ensure leaders have clear visibility into staffing needs, talent availability, project demands, and emerging gaps.
• Performance Management Partner with the HR Pod and leaders to support the performance-management cycle, including performance goals, feedback, reviews, and personal development planning.
• Succession Planning Partner with the HRBP, People Experience team members, and operational leaders to identify critical roles, high-potential team members, succession opportunities, and potential retention risks. Help develop plans that strengthen the pipeline for key future roles.
• Training & Learning Identify skill gaps and partner with departments to support training and development initiatives that build team-member capability. Recommend learning opportunities, and partner with the HR Pod to coordinate and optimize leadership training events.

Internship Program Management

• Program Stewardship and Strategy Lead the day-to-day stewardship of the internship program, helping create a high-quality experience that builds a sustainable pipeline of future talent and reflects our purpose of empowering people to create the exceptional.
• University, Career Fair, and Community Engagement Represent the organization at career fairs, campus events, and other talent-development opportunities. Build relationships with schools, students, and community partners to promote internship opportunities and attract candidates aligned with the organization’s values and workforce needs.
• Intern Recruitment and Selection Manage the internship candidate process, including outreach, sourcing, screening, interviewing, candidate communications, and selection coordination. Ensure candidates experience a professional, equitable, and engaging process from first contact through placement.
• Interview Committee Leadership Coordinate and facilitate the committee of operational leaders who participate in interviewing and selecting interns. Provide structure, communication, interview materials, schedules, selection guidance, and timely follow-up to support consistent, thoughtful, and data-informed decisions.
• Intern Placement and Job-Site Alignment Partner with operational leadership to place interns at appropriate job sites and with supervisors who can provide meaningful learning, support, and exposure to the business. Align placements with intern interests, developmental opportunities, operational needs, and future staffing possibilities.
• Intern Performance, Development, and Experience Maintain regular contact with interns and job-site supervisors to monitor performance, engagement, learning progress, and overall experience. Identify and address concerns early, support meaningful development opportunities, and help ensure each intern receives a consistent experience aligned with our core values.
• Extension and Full-Time Employment Recommendations Gather supervisor feedback, performance information, intern interest, and business needs to support recommendations regarding internship extensions and full-time employment opportunities. Facilitate timely communication and coordination among interns, supervisors, operational leaders, and HR stakeholders.
• Program Metrics and Leadership Communication Track and maintain accurate internship program data, including candidate pipeline activity, interviews, selections, placements, supervisor feedback, intern performance, extensions, conversions to full-time employment, retention, and other relevant measures of program success.
• Executive and Leadership Alignment Prepare and communicate clear program updates, insights, recommendations, and metrics to the broader leadership team and executive sponsor. Ensure program stakeholders remain aligned, decisions are timely, and improvements are guided by reliable data and operational feedback.
• Continuous Improvement Evaluate the internship program’s effectiveness and recommend enhancements to recruiting practices, selection processes, onboarding, intern development, job-site support, supervisor engagement, and long-term conversion outcomes.

Mossis an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.