Director, Talent Management

About NetApp

We’re forward-thinking technology people with heart. We make our own rules, drive our own opportunities, and try to approach every challenge with fresh eyes. Of course, we can’t do it alone. We know when to ask for help, collaborate with others, and partner with smart people. We embrace diversity and openness because it’s in our DNA. We push limits and reward great ideas. What is your great idea?

"At NetApp, we fully embrace and advance a diverse, inclusive global workforce with a culture of belonging that leverages the backgrounds and perspectives of all employees, customers, partners, and communities to foster a higher performing organization." -George Kurian, CEO

Job Summary

The Director, Talent Management is responsible for the strategy, governance, and continuous evolution of NetApp's enterprise talent management programs. This leader will architect and scale the processes, capabilities, and operating mechanisms that enable a high achievement culture to deliver long-term business success.

Reporting to the VP, Talent Management, the Director serves as the enterprise leader for performance management, talent reviews, succession planning, promotions, leadership success profiles, and related talent initiatives. The role partners closely with senior executives, HR Business Partners, HR Operations, Total Rewards, Workforce Analytics, Talent Development, and Employee Communications teams to ensure talent practices are integrated, data-driven, scalable, and aligned to business priorities.

This role requires a unique combination of strategic thinking, operational excellence, organizational influence, and change leadership. The successful candidate will help shape the future of talent at NetApp by transforming talent philosophy into practical systems that strengthen leadership effectiveness, reward performance, accelerate development, and build the capabilities needed to achieve our long-term strategy.

** This is a hybrid role requiring 3x a week in office. Only candidates in San Jose, CA and Raleigh, NC areas will be considered. **

Essential Functions

Enterprise Talent Strategy

• Develop and execute a multi-year talent management strategy that aligns with NetApp's business objectives and cultural aspirations.
• Translate enterprise talent philosophy into scalable processes, governance models, leader expectations, and operating mechanisms.
• Serve as process owner for key talent management programs including performance management, promotions, talent reviews, and succession planning.
• Drive continuous improvement of talent processes while ensuring simplicity, scalability, and operational effectiveness globally.
• Leverage AI, automation, and digital tools to reduce operational friction, improve consistency, scale manager and employee support, and accelerate execution across talent processes.
• Anticipate future business and workforce needs and evolve talent systems accordingly.
• Serve as a trusted advisor to senior HR leaders and executives on talent strategy, organizational effectiveness, and workforce risk.
• Establish governance structures, decision rights, operating rhythms, and accountability mechanisms for enterprise talent processes.
• Lead executive talent discussions, talent review forums, and succession planning reviews.
• Identify organizational talent risks and develop mitigation strategies.
• Define the measurement strategy for enterprise talent processes, including adoption, completion, quality, distribution, promotion, succession readiness, and post-cycle effectiveness metrics; translate insights into leadership action and process improvements.
• Support executive and Board-level talent discussions through analysis, briefing materials, and strategic recommendations.

High Achievement Culture

• Lead the talent systems and practices that reinforce accountability, performance differentiation, leadership excellence, and results orientation.
• Ensure meaningful connections between goal setting, performance management, talent reviews, succession planning, promotions, rewards, and recognition.
• Partner with leadership to continuously raise performance standards while maintaining employee trust and transparency.
• Champion talent practices that drive both business outcomes and a positive employee experience.
• Partner with Leadership Development to define leadership expectations and capabilities required for future success.
• Ensure talent and leadership systems work together to strengthen bench strength and succession readiness.

Change Leadership & Stakeholder Management

• Lead enterprise-wide change initiatives associated with talent strategy and process evolution.
• Build strong partnerships across HR and business functions to drive adoption and shared ownership.
• Influence senior leaders through expertise, credibility, business acumen, and data-driven insights.
• Foster a culture of collaboration, accountability, continuous improvement, and operational excellence.

Job Requirements

The successful candidate will:

• Build scalable systems and organizational capability to support effective talent management.
• Create clarity, accountability, and governance across enterprise talent processes.
• Develop strong partnerships and shared ownership across HR and business stakeholders.
• Balance strategic thinking with operational rigor and execution discipline.
• Continuously challenge the status quo and identify opportunities to improve talent effectiveness at scale, including the appropriate use of AI.
• Lead a small team of talent professionals.

Skills & Experience

• Bachelor's degree in Human Resources, Organizational Development, Business, Psychology, or related field (advanced degree preferred).
• 10+ years of progressive experience in Talent Management, Leadership Development, Organizational Effectiveness, HR Strategy, or related disciplines (experience in global technology industry preferred).
• 5+ years of people leadership experience.
• Experience leading enterprise-scale talent transformation initiatives.
• Demonstrated success influencing executives and driving organizational change.
• Strong knowledge of performance management, succession planning, talent reviews, organizational effectiveness, leadership assessment, and workforce planning.
• Exceptional executive communication and stakeholder management skills.
• Ability and willingness to collaborate with others within and outside the function.
• Strong analytical capability and experience leveraging data to drive decisions.
• Experience building scalable processes, governance models, and operating frameworks.

Compensation:
The target salary range for this position is 196,350 - 266,000 USD. The salary offered will be determined by the candidate's location, qualifications, experience, and education and may be outside of this range. Final compensation packages are competitive and in line with industry standards, reflecting a variety of factors, and include a comprehensive benefits package. This may cover Health Insurance, Life Insurance, Retirement or Pension Plans, Paid Time Off, various Leave options, Performance-Based Incentives, employee stock purchase plan, and/or restricted stocks (RSU’s), with all offerings subject to regional variations and governed by local laws, regulations, and company policies. Benefits may vary by country and region, and further details will be provided as part of the recruitment process.