Talent Management Director

Description

The Dobbs Truck Group is a growth company that successfully expands our operations and customer base through a high-quality team of employees.

Dobbs Truck Group operates 25 commercial truck dealerships through two operating companies – Dobbs Peterbilt and Western Truck Center. These dealerships represent some of the best commercial truck brands including Peterbilt, Volvo, Mack, Autocar, and Hino and include locations in Arkansas, California, Louisiana, Mississippi, Oregon, Tennessee, and Washington.

We offer a competitive benefits package including medical, dental, vision, long-term disability, life insurance, and 401(k), as well as paid vacation and sick leave. Our Company is looking for long-term employees that we can invest in and grow with as we pursue our mission of being the premier commercial truck dealer group.

I. General Job Description

Dobbs Truck Group is seeking a strategic and results-driven Talent Management Director to lead talent acquisition, workforce planning, recruiting operations, and HR technology across our growing dealership network spanning seven states.

Reporting to the Vice President of Human Resources, this role will build and lead a centralized recruiting team, create scalable hiring processes, develop technician and early-career talent pipelines, and deliver the workforce insights needed to support business growth. This leader will partner closely with dealership General Managers, Service and Parts leaders, Finance, IT, and executive leadership to ensure Dobbs has the talent needed to meet current and future workforce demands.

The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position.

Responsibilities

Talent Strategy & Workforce Planning

• Develop and execute enterprise-wide talent acquisition and workforce planning strategies.
• Partner with operational leaders to forecast hiring needs, identify workforce risks, and build long-term staffing plans.
• Support growth initiatives, acquisitions, and new location onboarding through workforce readiness planning.

Recruiting Leadership & Talent Pipelines

• Build and lead a centralized recruiting team supporting all Dobbs brands and locations.
• Develop scalable recruiting processes, service standards, and hiring manager partnerships.
• Create sustainable pipelines for diesel technicians, service advisors, parts professionals, drivers, and leadership talent.
• Establish partnerships with technical schools, community colleges, military transition programs, and workforce development organizations.

Early-Career Talent Programs

• Design and launch apprenticeship, internship, trainee, and school-to-career programs.
• Partner with Dobbs Technical Institute and external educational partners to develop future talent pipelines across key markets.

HR Technology & Analytics

• Oversee HR systems, applicant tracking, onboarding technology, reporting, and people analytics.
• Partner with HR, IT, Payroll, Finance, and vendors to improve system effectiveness, data integrity, reporting, and user adoption.
• Deliver workforce dashboards and actionable insights that help leaders make informed business decisions.

Operational Excellence & Compliance

• Standardize recruiting workflows, service-level agreements, and hiring practices across all locations.
• Ensure compliance with federal, state, and local employment laws, including multi-state recruiting requirements, pay transparency regulations, and pre-employment screening processes.
• Continuously improve recruiting operations, candidate experience, and hiring manager satisfaction.

Location and Travel Requirements

• 20-25% travel required, including occasional overnight travel to support business operations, training, meetings, and site visits.
• Hybrid work arrangement with a combination of on-site in Memphis, TN and remote work, subject to business needs and departmental requirements.

II. Minimum Job Qualifications

• Bachelor's degree in human resources, Business, or related field, or equivalent experience.
• 10+ years of progressive experience in talent acquisition, talent management, workforce planning, or HR leadership.
• 5+ years leading teams, programs, or enterprise talent initiatives.
• Experience recruiting high-volume skilled trades, technical, manufacturing, transportation, or field-service talent.
• Experience developing workforce plans, recruiting metrics, dashboards, and talent strategies across multiple locations.
• Strong knowledge of HR technology, HRIS, ATS platforms, analytics, and vendor management.
• Ability to lead remote teams and travel approximately 20-25%.

III. Desired Job Qualifications

• Commercial trucking, dealership, automotive, transportation, logistics, or industrial manufacturing experience.
• Experience recruiting diesel technicians and building technical school partnerships.
• Experience establishing talent acquisition functions or centers of excellence.
• Familiarity with Paylocity, Workday, or other enterprise HR systems.
• SHRM-SCP, SPHR, Lean, or Six Sigma certification.

Why Join Dobbs Truck Group?

This is an opportunity to build and shape a talent function that directly impacts operational performance, technician capacity, customer uptime, and long-term business growth. You'll have the support of executive leadership and the ability to influence talent strategy, workforce planning, and HR technology across one of the nation's leading commercial truck dealer organizations.

Competitive compensation, annual bonus opportunity, comprehensive benefits, 401(k), paid time off, and professional development opportunities.

IV. Mental Capability Requirements

• Comprehension: Ability to interpret complex benefit, leave, accommodation, and claim information; understand differing viewpoints; and apply requirements to specific circumstances.
• Organization: Ability to organize and prioritize individual and team workloads, manage concurrent deadlines, and maintain accurate case and program records.
• Reasoning & Decision Making: Ability to evaluate risk, exercise sound judgment, and make consistent decisions that affect employees, compliance, cost, and departmental credibility.
• Communication: Ability to explain complex and sensitive information clearly, prepare comprehensive written materials, and communicate effectively with employees, leaders, vendors, and professional advisors.
• Mathematics & Data Analysis: Ability to reconcile data, analyze costs and trends, interpret reports, identify discrepancies, and develop meaningful metrics and recommendations.

V. Physical Demands and Work Environment

The physical demands and work environment characteristics described here are representative of those that must be met by an employee 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 employee is regularly required to sit, communicate, and use a computer and other standard office equipment. The employee is frequently required to stand and walk and must occasionally lift and/or move items weighing up to 15 pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus.

Work is primarily performed in a professional office environment. The position may require occasional travel and visits to dealership, warehouse, or service locations where the employee may be exposed to vehicle traffic, moving equipment, shop noise, and varying temperatures. The employee is expected to follow all applicable safety requirements while visiting operational locations.

VI. Common Expectations of Performance for all Employees

The following includes common expectations for all employees of the Company. The evaluation of job performance will be based on these common expectations as well as the position-specific responsibilities described above.

Communications, Teamwork, and Feedback to Others

• Contribute to a work environment that is based on trust and respect.
• Have discussions on a regular basis with their manager to discuss opportunities to best achieve individual performance objectives and departmental goals.
• Suggest ways to improve the efficiency of conducting their job duties.
• Promote continuous improvement and change to support company growth.
• Mentor others unselfishly.
• Give credit where it’s due.

Company Loyal Policies and Work Ethic

• Adhere to the policies contained in the Employee Handbook.
• Adhere to the Company’s Employee Conduct Policy.
• Support management decisions toward meeting company goals.
• Be open and receptive to new ideas, regardless of their origin.
• Make prudent decisions, which are based on the best interest of the Company and its long-term future.

We are an Equal Opportunity Employer

Dobbs Truck Group operates commercial truck dealerships through Dobbs Peterbilt and Western Truck Center.

Dobbs Peterbilt and Western Truck Center are equal opportunity employers that values a broad diversity of talent, knowledge, experience, and expertise. We foster a culture of inclusion that drives employee engagement to deliver superior performance to the communities we serve. Dobbs Peterbilt and Western Truck Parts do not discriminate in hiring or employment on the basis of race, color, religious creed, national origin, sex, ancestry, pregnancy, genetic information, gender identity, sexual orientation, or marital status; or on the basis of age against persons whose age is 40 and over, or on the basis of physical or mental disability; or to disabled veterans or to Vietnam veterans.

We are proud to be an affirmative action employer and encourage minorities, women, individuals with disabilities, and veterans to join our team.