Talent Management Partner - Field Operations
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Job Description
Perry Homes has been a Texas tradition for over 50 years. As one of the largest and most respected homebuilders in the state, we are known for our commitment to quality, integrity, and customer satisfaction. We prioritize the growth and development of our employees and are building a world-class talent function to support long-term business and people strategies.
The Role
We are seeking 3 strategic, field-savvy Talent Management Partners to support Perry Homes' field operations. This role is ideal for someone with HR Business Partner experience and a passion for coaching, development, and strategic talent planning-particularly in operational, decentralized environments. The Talent Management Partner will work closely with field leaders from Construction Phase 2 and Phase 1 Managers, to Project Managers, and up to Vice Presidents of Construction, helping shape development paths, identify successors, and improve leadership capability. This individual will report to the Director of Talent Management and work alongside a dedicated Talent Specialist. This is a highly visible, relationship-based role with a strong presence in the field and a critical connection point between the talent team and construction leadership. This individual must demonstrate executive presence and serve as a trusted advisor to Construction Managers, Project Managers, Vice Presidents of Construction (VPCs), and Division Presidents (DPs). They must possess a deep understanding of Perry University and the full L&D offering, with the ability to articulate the ROI of leadership development programs. They must be confident in communicating across levels-from frontline managers to senior executives-and bring operational excellence to every engagement. Talent Partners are expected to lead and host at least two Talent Reviews annually, arriving fully prepared with documentation, data, and insights to drive meaningful development conversations.
What You'll Do
- Partner with field leaders and employees to understand talent needs, skill gaps, and succession opportunities across construction roles.
- Spend regular time in the field to build relationships, understand operational nuances, and support onsite leadership development.
- Conduct career conversations, stay interviews, and coaching sessions to support employee growth and engagement.
- Use the nine-box model to assess performance and potential and facilitate talent review and promotion readiness conversations.
- Work with Learning & Development to align Perry University offerings with role-specific needs for Construction Phase 2 and 1 Managers, Project Managers, and VPCs.
- Develop tailored development plans and succession pathways for construction team members with leadership potential.
- Partner with Talent Specialists to ensure talent data is documented, tracked, and analyzed for trends and business insights.
- Support strategic workforce planning and internal mobility initiatives specific to field operations.
- Prepare and deliver leadership-ready insights and recommendations based on talent conversations, performance data, and field visits.
- Serve as a key liaison between construction operations and the Talent function to ensure alignment, clarity, and execution.