Director, Talent Readiness

How We Work At Chick-fil-A

Chick-fil-A, Inc. ('Chick-fil-A' or 'the Company') Staff members play a vital role in achieving our strategic goals by developing their skills, fostering inclusive teamwork, and embracing innovation. All Staff are expected to contribute to a compelling future by inspiring and motivating those around them. Growth and development are essential at Chick-fil-A. We want Staff to seek new perspectives and adopt new methods to drive continuous improvement and adaptation to evolving business needs. Lastly, we ask Staff to seek wisdom, expect the best, accept responsibility, respond with courage, and think others first. Our Flexible Futures Model offers a healthy mix of working in person (currently a minimum of 8-10 days per month) and virtually, strengthening key elements of the Chick-fil-A culture by fostering collaboration and community.

Overview

The Talent Readiness leader is responsible for developing and executing the organization’s strategy for leadership continuity, capability building, and integrated talent development. This role oversees succession planning, successor development, and the alignment of careers, performance, and development practices for staff. The leader guides a team of subject matter experts who design and deliver practical, connected solutions that strengthen leader readiness and support staff growth. Working closely with HR partners and senior leaders, this role ensures talent strategies are aligned with long-term organizational priorities and future leadership and staff needs.

Responsibilities

• Design successor development strategies including in development plans, stretch assignments, rotations and targeted capability building experiences.


• Oversee executive coaching and mentoring frameworks, including matching leaders with internal or external coaches and mentors.


• Design and implement leadership assessment strategies such as 360 feedback and industry tools to support successor development and readiness.


• Serve as a trusted advisor and expert to calibrate talent decisions, build leadership bench and strengthen capability.


• Deliver integrated solutions and points of view to help staff contribute at their highest level, develop for today and the future and have fulfilling, meaningful careers.

Required Qualifications (Knowledge, Skills, & Abilities)

• Deep expertise in succession, org development, learning and development, performance management.


• Experience designing and leading focus groups and delivering relevant recommendations aligned to the culture and values.


• Demonstrated success leading and developing high-performing teams.


• Strong executive presence with the ability to influence leaders and drive alignment across diverse stakeholders.


• Experience designing and implementing org-wide programs


• Ability to translate strategic vision into operational plans, processes, tools, and measurable outcomes.


• Strong consulting capability


• Ability to thrive in ambiguity and lead through evolving business needs and priorities.


• Strong written and verbal communication skills, including executive-level presentations and storytelling.


• Passion for continuous improvement and helping leaders and teams achieve their highest levels of effectiveness.

Preferred Qualifications (Knowledge, Skills, & Abilities)

• Strategic talent planning and workforce insight


• Talent analytics


• Leadership team development

Required Years of Experience

10

Travel Requirements

10%

Required Level of Education

Bachelor's degree or equivalent experience

Preferred Level of Education

Master's Degree

Required Major/Concentration

HR, Psychology, Business

Preferred Major/Concentration

IO psychology, Org Development/Effectiveness, or Human Resources Development

Relocation Assistance Provided

No

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