DIS-TRAN Packaged Substations Transfer Portal - Director of Talent

Come join our collaborative and innovative team at DIS-TRAN Packaged Substations!

DIS-TRAN Packaged Substations has been an industry leader in the design and supply of high-voltage, open-air substations, and switchyards since 1965. Over a half-century of building meaningful relationships with our customers and vendors boils down to one thing: people. We take pride in our collaborative approach where everything we do is designed to deliver the project the right way, your way. Though we have grown over the years, and now offer new innovations like our Factory-Built

Substations, our age-old commitment will never change: to take care of you like family.

 

The Director of Talent leads the development of integrated talent plans that anticipate the organization’s workforce, capability, leadership, and compensation need. This role converts enterprise and business-unit strategies, operating goals, financial priorities, and market conditions into actionable recommendations regarding workforce requirements, critical roles, team design, succession, employee development, compensation, and talent investment.

The Director combines internal workforce and compensation data with external labor market intelligence to identify talent supply, demand, cost, risk, and opportunity. The role evaluates workforce scenarios, team configurations, succession needs, compensation pressures, and alternative talent strategies, then provides leaders with clear, evidence-based recommendations.

This is a strategy and decision-support role, not solely a reporting or administrative function. Success requires strong business judgment, analytical depth, curiosity, communication skills, discretion, and the ability to translate complex information into practical business decisions.

• Monitor labor market conditions, talent availability, compensation trends, and competitive market activity.
• Integrate workforce, compensation, recruiting, retention, and market data to identify opportunities and risks.
• Develop compensation recommendations including market adjustments, salary structures, incentives, geographic differentials, and retention strategies.
• Advise leaders on new positions, promotions, internal mobility, retention concerns, and difficult-to-fill roles.
• Evaluate workforce and compensation scenarios and communicate cost, business impact, talent risk, and expected outcomes.
• Provide leaders with actionable insights that support workforce and compensation decisions.

Business strategies are consistently translated into actionable workforce and compensation plans.

Leaders gain earlier visibility to workforce gaps, succession risks, market pressures, and compensation challenges.

The organization maintains a reliable understanding of internal capabilities, workforce demand, compensation position, and external talent availability.

Leaders are equipped to make informed workforce, organizational, and compensation decisions before challenges become business constraints.

Critical positions have succession plans, development strategies, and talent pipelines aligned to future business needs.

Workforce and compensation decisions become increasingly proactive, data-informed, and aligned with business strategy.

• Bachelor's degree in Human Resources, Business, Finance, Economics, Organizational Development, Data Analytics, Operations, Engineering, Industrial-Organizational Psychology, or related field.
• Five or more years of progressive experience in human resources, workforce planning, compensation, talent management, organizational effectiveness, finance, operations, analytics, consulting, strategic planning, or related business disciplines. Candidates should have experience supporting business decisions through analysis, planning, problem solving, and cross-functional collaboration.
• Demonstrated ability to analyze complex information, identify trends and risks, evaluate alternatives, and develop practical business recommendations.
• Experience partnering with leaders to address workforce, talent, organizational, operational, or financial challenges.
• Strong analytical, critical thinking, communication, and problem-solving skills.
• Advanced proficiency in Microsoft Excel and experience working with business, HR, finance, reporting, or planning systems.
• Ability to communicate complex concepts clearly and influence decisions across multiple levels of the organization.
• Knowledge of workforce planning, compensation, talent management, organizational effectiveness, business operations, or related disciplines.

• Experience in manufacturing, construction, engineering, industrial, project-based, or skilled labor environments.
• Experience with compensation analysis, workforce planning, labor market intelligence, organizational design, business analytics, succession planning, or talent management.
• Experience developing dashboards, executive reporting, business intelligence, or analytical models.
• Familiarity with Power BI, Tableau, SQL, AI-enabled analytics, or similar analytical tools.

DIS-TRAN Packaged Substations is proud to be ISO-9001:2015 and ISN Certified.

DIS-TRAN Packaged Substations is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information.

DIS-TRAN Packaged Substations is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request information regarding reasonable accommodation, contact your Human Resource Business Partner.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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