HR Talent Manager

Human Resources Talent ManagerGarland, TX**Electronics Manufacturing Experience**This is a stand-alone HR leadership role responsible for building a high-performing workforce while providing hands-on support across all areas of human resources. The position combines strategic talent development with day-to-day HR leadership in a manufacturing and technical environment.The successful candidate will attract and develop talent, strengthen leadership capabilities, create career growth opportunities, and ensure a positive employee experience from hire to retire. This individual will serve as a trusted advisor to leadership while remaining closely connected to employees throughout the organization.We are seeking a builder who enjoys creating and improving programs, processes, and people practices that support business growth and long-term success.Key ResponsibilitiesTalent Acquisition & Workforce PlanningLead full-cycle recruiting across technical, professional, and operational positionsDevelop talent pipelines through college partnerships, internship programs, industry networks, and other sourcing channelsPartner with hiring leaders to define role requirements, selection processes, and hiring decisionsOversee onboarding programs that create a strong and consistent employee experienceSupport workforce planning initiatives to address future talent needsLearning, Development & SuccessionDesign career progression frameworks and advancement opportunities across key functionsCreate development programs that support employees at all levels of the organizationDevelop and deliver leadership and supervisor trainingLead performance management, goal-setting, and talent review processesSupport succession planning and internal talent mobility initiativesOrganizational EffectivenessAdvise leaders on organizational structure, role design, and team effectivenessMonitor engagement, retention, and workforce trends and recommend improvement strategiesSupport culture-building initiatives that strengthen employee commitment and business performancePartner with leadership to drive organizational change and continuous improvement effortsEmployee Relations & HR OperationsServe as the primary HR resource for employees and managersProvide guidance on employee relations matters and resolve workplace concerns in a fair and consistent mannerMaintain HR policies, procedures, job descriptions, and employee documentationManage onboarding, transfers, promotions, and offboarding activitiesPromote clear communication and a positive employee experience across a diverse workforceCompliance, Compensation & BenefitsEnsure compliance with federal, state, and local employment laws and regulationsMaintain accurate HR records and personnel filesPartner with internal stakeholders and external providers regarding payroll, benefits, retirement plans, and related programsSupport compensation reviews, market benchmarking, and pay administrationAssist with benefits communications and employee education effortsQualificationsRequiredBachelor's degree in Human Resources, Business, or a related field, or equivalent combination of education and experienceSeven or more years of progressive HR experience, including experience leading an HR functionExperience supporting manufacturing, industrial, engineering, or other technical work environmentsDemonstrated success recruiting technical and professional talentExperience building talent development, leadership development, or career progression programsStrong employee relations experience supporting both hourly and salaried employeesWorking knowledge of employment law and HR compliance requirementsStrong communication, coaching, and relationship-building skillsPreferredSHRM-CP, SHRM-SCP, PHR, or SPHR certificationExperience with campus recruiting, internships, or emerging talent programsExperience implementing or improving HR technology and AI-enabled workflowsExperience supporting multilingual or culturally diverse workforcesBackground in a privately held, family-owned, or entrepreneurial business environmentWhat Success Looks LikeFirst 90 DaysEstablish credibility and relationships across the organizationGain a strong understanding of workforce needs, operations, and existing HR processesEnsure recruiting, onboarding, and employee support activities operate effectivelyWithin 6 MonthsImplement a sustainable talent pipeline strategyLaunch priority development initiatives and career path frameworksIdentify opportunities to improve employee experience, leadership capability, and HR processesWithin 12 MonthsEstablish leadership development and succession planning programsCreate clear career progression opportunities for key employee groupsImprove visibility into workforce metrics, engagement, and retention trendsDeliver measurable improvements in talent attraction, employee development, and organizational effectiveness