Sr. Director, Talent Management

Senior Director, Talent Management is responsible for the execution, administration, and continuous improvement of CoreCivic's talent management processes, including performance management, talent assessments, talent reviews, succession planning, and related talent analytics. Leads the day-to-day management and continuous improvement of these programs, ensuring effective execution, strong adoption, operational excellence, and measurable business impact. Partners closely with business leaders and teams to drive a high-performing talent management framework that supports business objectives, leadership development, organizational effectiveness, and leadership continuity. Identifies organizational talent risks and capability gaps and partners with business and HR leaders to develop mitigation strategies and strengthen leadership pipelines. ESSENTIAL FUNCTIONS 1. Leads the end-to-end delivery and execution of the performance management framework, including annual and periodic performance reviews, calibration activities, communication strategies, system administration requirements, and leader support. Oversees and participates in the delivery of enterprise performance management processes. Leads the ongoing evolution of the performance management framework to improve effectiveness, consistency, accountability, and employee engagement. 2. Leads the implementation and execution of enterprise talent management frameworks, including talent assessments, talent reviews, talent segmentation, and succession planning. Leads and participates in the delivery of talent management programs, including facilitation of talent review sessions, ensuring strong governance, consistency, and data integrity. Partners with operations, business and HR leaders to identify high-potential talent, assess organizational bench strength, manage succession plans and evaluate readiness levels for critical roles. 3. Analyzes talent and performance data and trends to identify organizational talent themes, strengths, risks, and opportunities. Translates complex data into actionable recommendations that support meaningful talent discussions and decision-making. Develops, maintains, and continuously improves talent dashboards, scorecards, metrics, and executive reporting. Establishes and monitors key performance indicators related to performance management, talent reviews, succession health, talent movement, bench strength, readiness, and development outcomes. Ensures data integrity, reporting accuracy, and effective governance of talent-related information. Prepares and presents talent insights, trends, and succession outcomes for senior leadership. 4. Leads and manages the annual talent management calendar, ensuring successful planning and execution of key talent processes. Develops and delivers program timelines, communications, training, tools, resources, and leader guidance to support effective and consistent execution of talent management processes. Facilitates cross-functional partnerships with business domains especially Operations, IT and HR. Maintains subject matter expertise on leading talent management practices and emerging trends. Maintains enterprise talent management standards, methodologies, and process documentation to support consistency and quality across the organization. 5. Partners with HR Technology and IT to define system requirements, support configuration, conduct user acceptance testing, validate data and reporting, troubleshoot issues, and ensure technology readiness for talent and performance management cycles. Keeps current on talent system enhancements and incorporates those into current and future processes. 6. Optimizes talent management processes, workflows, tools, and technologies to improve efficiency and user experience. Drives change management, communication, and stakeholder engagement efforts that support adoption and effectiveness. Balances strategic program enhancements with operational execution, ensuring high-quality delivery of all talent management processes. 7. Supervises talent management staff in the performance of their duties and evaluates as prescribed by company policy. This includes onboarding new employees, evaluating performance and preparing written performance reviews, listening to concerns and effectively resolving disputes or issues, taking corrective or disciplinary action, developing work schedules for staff and approving leave requests. 8. Domestic U.S. travel may be required. QUALIFICATIONS Graduate from an accredited college or university with a Bachelor’s degree in Human Resources or an acceptable related field is required. 7+ years of Human Resources work experience, including five years of experience in a leadership capacity, is required. 5+ years of experience designing, implementing and overseeing enterprise-scale talent management, performance management and succession planning programs is required. Project management experience is required. Additional qualifying experience may be substituted for the required education on a year for-year basis, up to two years. Experience with cloud-based talent systems (such as Oracle HCM Cloud, Cornerstone OnDemand) is required. Experience with assessments such as Hogan Forecast Leadership Series, Gallup Strengths, and/or Hogan/CCL 360 Assessments is preferred. Experience leading teams and programs in a distributed workforce environment is preferred. Experience with business-focused artificial intelligence (AI) and automation strategies is preferred. Proficiency in Microsoft Office applications is required. CoreCivic is a Drug-Free Workplace and EOE – including Disability/Veteran. #J-18808-Ljbffr Socket.dev