Chelsea Lighting
About the Role
Talent & Development Manager at Chelsea Lighting – a high‑impact HR leader who designs, delivers, and continuously improves programs that build workforce capability, elevate talent practices, and strengthen employee experience. Key Attributes
Self‑Starter With Team Orientation
– Proactive, takes ownership, and moves work forward independently; motivated by doing high‑quality work that strengthens shared goals and relationships. People‑Centered Relationship Builder
– Builds trust quickly with employees and leaders; uses collaboration to uncover gaps, solve problems, and drive outcomes. Able to Manage Many Development Threads Simultaneously
– Balances multiple coaching needs, development plans, and performance issues at once; responds quickly and thoughtfully to emerging challenges. Balanced Decision‑Maker (Structure + Big Picture)
– Understands policy, process, and detail; can zoom out to consider broader business impact, culture, and operational context; guides leaders toward consistent best practices. Flexible, Curious, and Solutions‑Oriented
– Thrives in environments where programs must be built from scratch; brings creative problem‑solving and a continuous‑improvement mindset. Primary Duties & Responsibilities
Employee Development (≈50%)
Build and run the performance management cycle, including goal‑setting, check‑ins, and annual reviews. Design, deliver, and track learning and development programs (technical, leadership, and professional skills). Support managers with coaching tools, performance conversations, and development strategies. Implement career pathing frameworks for field and office roles. Maintain multi‑person development plans; track progress and intervene quickly when issues arise. Reinforce core values and culture through development practices. Respond in real‑time to coaching moments, performance concerns, and emerging development needs. Talent Acquisition & Recruitment (≈40%)
Own full‑cycle recruiting: sourcing, screening, interviewing, hiring, and workflow management. Develop sourcing strategies for skilled trades, technical roles, and office roles. Train managers on structured interviewing. Own the onboarding and orientation program end‑to‑end. Manage candidate communications, pipelines, metrics, and early‑tenure turnover. Strengthen the Employee Value Proposition (EVP) and employer brand. Execute interviews, coordinate hiring processes, and support hiring decisions. Cross‑Functional HR Support (≈10%)
Assist with HR processes such as policies, engagement, employee relations, leave management, and HR compliance. Support communication of compensation, rewards, and benefits programs. Provide HR support to employees and leaders across the organization. Qualifications
7‑10+ years of HR experience with strong exposure to Talent Acquisition and L&D. Experience building HR programs in a small or growing organization preferred. Strong communication, facilitation, and relationship‑building skills. Ability to balance detail and structure with flexibility and judgment. Why Chelsea?
Chelsea Lighting is the largest supplier and provider of project management services for lighting in the New York City area, committed to client service and a culture of continuous learning and reward for its people. Seniority Level
Mid‑Senior level Employment Type
Full‑time Industries
Construction
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Talent & Development Manager at Chelsea Lighting – a high‑impact HR leader who designs, delivers, and continuously improves programs that build workforce capability, elevate talent practices, and strengthen employee experience. Key Attributes
Self‑Starter With Team Orientation
– Proactive, takes ownership, and moves work forward independently; motivated by doing high‑quality work that strengthens shared goals and relationships. People‑Centered Relationship Builder
– Builds trust quickly with employees and leaders; uses collaboration to uncover gaps, solve problems, and drive outcomes. Able to Manage Many Development Threads Simultaneously
– Balances multiple coaching needs, development plans, and performance issues at once; responds quickly and thoughtfully to emerging challenges. Balanced Decision‑Maker (Structure + Big Picture)
– Understands policy, process, and detail; can zoom out to consider broader business impact, culture, and operational context; guides leaders toward consistent best practices. Flexible, Curious, and Solutions‑Oriented
– Thrives in environments where programs must be built from scratch; brings creative problem‑solving and a continuous‑improvement mindset. Primary Duties & Responsibilities
Employee Development (≈50%)
Build and run the performance management cycle, including goal‑setting, check‑ins, and annual reviews. Design, deliver, and track learning and development programs (technical, leadership, and professional skills). Support managers with coaching tools, performance conversations, and development strategies. Implement career pathing frameworks for field and office roles. Maintain multi‑person development plans; track progress and intervene quickly when issues arise. Reinforce core values and culture through development practices. Respond in real‑time to coaching moments, performance concerns, and emerging development needs. Talent Acquisition & Recruitment (≈40%)
Own full‑cycle recruiting: sourcing, screening, interviewing, hiring, and workflow management. Develop sourcing strategies for skilled trades, technical roles, and office roles. Train managers on structured interviewing. Own the onboarding and orientation program end‑to‑end. Manage candidate communications, pipelines, metrics, and early‑tenure turnover. Strengthen the Employee Value Proposition (EVP) and employer brand. Execute interviews, coordinate hiring processes, and support hiring decisions. Cross‑Functional HR Support (≈10%)
Assist with HR processes such as policies, engagement, employee relations, leave management, and HR compliance. Support communication of compensation, rewards, and benefits programs. Provide HR support to employees and leaders across the organization. Qualifications
7‑10+ years of HR experience with strong exposure to Talent Acquisition and L&D. Experience building HR programs in a small or growing organization preferred. Strong communication, facilitation, and relationship‑building skills. Ability to balance detail and structure with flexibility and judgment. Why Chelsea?
Chelsea Lighting is the largest supplier and provider of project management services for lighting in the New York City area, committed to client service and a culture of continuous learning and reward for its people. Seniority Level
Mid‑Senior level Employment Type
Full‑time Industries
Construction
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