Director, Talent and Performance

About Eos Energy Enterprises

Eos Energy Enterprises, Inc. is accelerating the shift to American energy independence with positively ingenious solutions that transform how the world stores power. Our breakthrough Znyth™ aqueous zinc battery was designed to overcome the limitations of conventional lithium-ion technology. It is safe, scalable, efficient, sustainable, manufactured in the U.S., and the core of our innovative systems that today provides utility, industrial, and commercial customers with a proven, reliable energy storage alternative for 3 to 12-hour applications. Eos was founded in 2008 and is headquartered in Edison, New Jersey. For more information about Eos (NASDAQ: EOSE), visit eose.com.

We are seeking a proactive, strategic, and hands-on Director of Talent and Performance to lead key enterprise-wide talent initiatives at a critical point in our growth trajectory. This leader will drive programs that develop our people, enhance performance, and build sustainable leadership pipelines. Reporting directly to the Chief Human Resources Officer (CHRO), the Director will work cross-functionally with senior leaders and HR peers and will regularly engage with executive stakeholders, including the Board of Directors.

This is a highly visible role with both strategic and execution responsibilities, ideal for someone who thrives in a fast-paced, growing organization and is able to be both strategic and tactical.

Location: Onsite in Pittsburgh, Pennsylvania with limited travel as needed

Responsibilities:

Learning and Leadership Development

• Lead and manage the learning team (2-3 team members) who are responsible for:

  • Learning Management System (LMS) content and curricula.

  • Design, scheduling, and tracking of safety and mandatory compliance trainings

  • Development and rollout of an internal apprenticeship program for frontline employees

Performance Management

• Own the end-to-end performance management process, including design and rollout of performance planning, mid-year check-ins, and annual reviews

• Partnering with HRBPs and managers to ensure fairness, alignment, and timely feedback

• Establishing performance calibration processes to ensure consistency across teams

• Train managers and leaders on performance expectations, feedback, coaching, and development planning

• Analyze performance trends and collaborate with HR and business leaders to address gaps

Talent Reviews, Development, and Succession Planning

• Design and lead the annual talent review cycle in collaboration with HRBPs and business leadership

• Build development plans for high-potential talent and successors for key roles

• Partner with leadership to identify and close succession risks, particularly in critical operations and technical roles

• Track and report progress on development and readiness for key roles

Executive and Board-Level Reporting

• Prepare clear and compelling talent dashboards and performance insights for executive and board presentations

• Present updates to executive leadership and occasionally to the Board of Directors on key talent initiatives, risks, and progress

• Track and analyze key talent metrics such as bench strength, readiness, development participation, and performance distribution

Strategic HR Leadership & Cross-Functional Collaboration

• Serve as a trusted advisor and project lead to the CHRO on enterprise-wide talent initiatives

• Partner closely with labor relations and HRBPs to ensure that talent programs align with collective bargaining agreement and company objectives

• Partner with HRBPs, Talent Acquisition, Total Rewards, and Operations to deliver cohesive people strategies

• Represent the Talent and Performance function in cross-functional working groups and change management efforts

• Support enterprise-level projects related to culture, transformation, or organizational effectiveness

Education and Experience:

• Bachelor’s degree in human resources, business administration, organizational development, or related discipline required. Master’s or above degree(s) preferred.

• Ten (10+) years of progressive experience in talent management, learning and development, or organization development with at least 5 years in a leadership role specifically focused on talent management and/or performance management.

  • Proven experience in a collective bargaining environment required.  

Skills/Abilities:

• Exceptional communication, negotiation, conflict-resolution, and relationship-building skills

• Ability to influence and collaborate with senior leaders while maintaining an independent, objective perspective

• Deep understanding of labor laws, collective bargaining, and their application to talent processes

• Demonstrated ability to design and facilitate talent and performance processes across multiple business units

• Strong organizational skills

• Strategic thinker with the ability to navigate complex political landscapes

• High level of integrity and ethical standards

• Proactive and results-oriented with keen attention to detail

• Ability to work collaboratively with a diverse range of stakeholders

• Data-driven decision-making approach with experience using HRIS systems and talent management platforms

Working Conditions:

Office Environment – must be able to remain in a stationary position 50% of the time and occasionally move about inside the office to access file cabinets, office machinery, etc. Required to have close visual acuity to perform an activity such as: preparing and analyzing data and figure; transcribing; viewing a computer terminal; extensive reading. May be required to exert up to 25 pounds of force occasionally to lift, carry, push, pull, or otherwise move objects, including the human body.