Director, Talent Acquisition & Workforce Planning bei Cardinal Group Management

POSITION TITLE: Director, Talent Acquisition & Workforce Planning

COMPENSATION: Pursuant to Colorado regulations, if this job is performed in Colorado, the salary range is $122,000- $130,000 plus bonus potential. ​Eligible to participate in the company benefits plan. We offer health, vision, dental, and pet insurance. We offer a 401(k) retirement plan, student loan assistance, licensing and continuing education reimbursement, parental leave, and housing allowances or gifts.

DIRECT REPORT: VP, People & Culture

As the Director, Talent Acquisition & Workforce Planning for Cardinal Group Management, you will be the core strategic leader responsible for designing, building, and scaling our recruitment function and ensuring we have the right talent in the right roles. This position reports directly to the VP, People and Culture.

This role is essential for our continued success, requiring a proven ability to lead and scale our talent functions—from immediate recruiting needs to long-term succession planning—across our entire organization, including Corporate HQ and our multi-site property management portfolio.

You will lead the central recruiting team and serve as the chief architect of our talent infrastructure. This position requires a strong, data-fluent strategist who can leverage analytics to inform every decision regarding acquisition, development, and retention, ensuring talent strategy directly drives business outcomes.

RESPONSIBILITIES (Included but not limited to):

Strategic Talent Acquisition Leadership

•  Lead Recruiting Function: Lead, mentor, and grow a high-performing team of recruiters. Establish and enforce recruiting processes, tools, and best practices that deliver consistency, efficiency, and a best-in-class candidate experience.
• Hiring Strategies: Design and execute specialized talent acquisition strategies to attract top-tier talent for all functions, including high-demand roles.
• Employer Brand: Own and amplify a strong employer brand that effectively communicates Cardinal Group Management’s mission and culture to diverse candidates in a highly competitive market.

Data-Driven Workforce & Succession Planning

• Workforce Forecasting: Partner with executive and operational leadership to forecast complex hiring and staffing needs across the entire property portfolio. Leverage people analytics and operational data to predict talent gaps (e.g., turnover risk among site teams) and proactively align recruitment resources.
• Succession Pipeline Architecture: Design and manage a robust succession planning framework for all critical roles. Use data analytics to assess talent readiness and build deep internal and external pipelines that mitigate organizational risk.
• Inform Talent Decisions: You will leverage data from our HRIS, ATS, performance management, and engagement systems to generate and analyze insights, using these findings to inform strategic decisions on development, retention programs, and resource allocation.

Organizational Alignment and Compliance

• Strategic Advisory: Serve as a strategic partner to the VP, People & Culture, and business leaders on talent risk, retention strategy, and organizational design.
• Process & Compliance: Ensure all talent acquisition and development practices are strictly compliant with EEO, OFCCP, and all federal/state labor laws across our multi-state footprint.
• This is a high-impact, leadership role requiring proven experience in rapidly scaling, multi-site organizations:

EXPERIENCE & QUALIFICATIONS

• 12+ years of progressive experience in Talent Management and Talent Acquisition.
• At least 5+ years successfully leading, managing, and scaling high-volume recruiting teams in a multi-state or multi-site environment.
• Data Fluency is Essential: Demonstrated proficiency in data analytics and leveraging HR data (turnover, time-to-fill, quality-of-hire) to create actionable workforce strategies; you must be adept at analyzing data to inform decisions.
• Proven success optimizing recruiting processes, tools, and Applicant Tracking Systems (ATS).

REQUIRED LEADERSHIP COMPETENCIES

• Strategic Foresight: Ability to use data to predict future talent needs and build proactive organizational solutions.
• Operational Scalability: Ability to design talent processes that work compliantly and consistently across dozens of property sites and corporate functions.
• Executive Communicator: Outstanding ability to build relationships, influence executive leaders, and effectively translate data into clear business strategy.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those a Team Member encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Incumbents work both inside and outside of apartment buildings and in all areas of the property including amenities and have frequent exposure to outside elements where temperature, weather, odors, and/or landscape may be unpleasant and/or hazardous.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by a Team Member to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the Team Member is regularly required to use hands to finger, type, handle, or feel and talk or hear. The Team Member is regularly required to stand; walk; reach with hands and arms, and climb, stoop, crawl, or squat. Incumbents must be able to physically access all exterior and interior parts of the property and amenities and must be able to work inside and outside in all weather conditions including, but not limited to rain, snow, heat, hail, wind and sleet.

The Team Member must be able to push, pull, lift, carry, or maneuver weights of up to twenty (20) pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

Routine, travel may be required to assist properties as needed, attend training classes, business meetings, or other situations necessary for the accomplishment of some or all of the daily responsibilities of this position.