Director of Organizational and Talent Development POST NUMBER: 482772

About the Role
We are seeking an experienced Director of Organizational & Talent Development (OTD) to lead enterprise-wide initiatives focused on leadership development, workforce capability, organizational effectiveness, and talent strategy. This is a high-impact leadership position responsible for building and advancing a comprehensive talent development function that strengthens organizational performance, leadership readiness, employee engagement, and workforce sustainability. 
The ideal candidate will serve as a strategic partner to executive and operational leaders, developing innovative learning and organizational development solutions that support business growth, operational excellence, and long-term talent success. 

Location: Memphis, TN
On Site In Office Daily

Key Responsibilities

• Lead the design, delivery, and continuous improvement of organizational training and development programs.
• Develop and execute enterprise-wide learning and talent development strategies aligned with organizational goals.
• Conduct needs assessments to identify workforce capability gaps and build scalable development solutions.
• Partner with executive leadership on succession planning, leadership development, organizational effectiveness, and workforce planning.
• Oversee leadership development, onboarding, performance management, employee engagement, and change management initiatives.
• Establish and strengthen talent pipeline programs through partnerships with educational institutions and workforce organizations.
• Provide strategic oversight of learning management systems (LMS), compliance tracking, training delivery, and reporting.
• Drive initiatives that improve organizational performance, employee growth, and leadership bench strength.
• Manage departmental budgets, resources, and team members.
• Represent the organization through external workforce, industry, and educational partnerships. 

Qualifications
Required

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, or a related field.
• Minimum of 7 years of progressive experience in learning and development, workforce development, organizational effectiveness, or related disciplines.
• Minimum of 4 years of leadership or management experience.
• Strong strategic thinking, communication, and stakeholder management skills.
• Ability to influence and build relationships across all levels of an organization

Preferred

• Master's degree in a related field.
• SPHR Certification or equivalent professional credential.
• Experience leading large-scale talent, leadership, and organizational development initiatives.
• Experience supporting highly regulated or operationally intensive environments.

Determining compensation for this role (and others) at Vaco/Highspring depends upon a wide array of factors including but not limited to the individual’s skill sets, experience and training, licensure and certifications, office location and other geographic considerations, as well as other business and organizational needs. With that said, as required by local law in geographies that require salary range disclosure, Vaco/Highspring notes the salary range for the role is noted in this job posting. The individual may also be eligible for discretionary bonuses, and can participate in medical, dental, and vision benefits as well as the company’s 401(k) retirement plan. Additional disclaimer: Unless otherwise noted in the job description, the position Vaco/Highspring is filing for is occupied. Please note, however, that Vaco/Highspring is regularly asked to provide talent to other organizations. By submitting to this position, you are agreeing to be included in our talent pool for future hiring for similarly qualified positions. Submissions to this position are subject to the use of AI to perform preliminary candidate screenings, focused on ensuring minimum job requirements noted in the position are satisfied. Further assessment of candidates beyond this initial phase within Vaco/Highspring will be otherwise assessed by recruiters and hiring managers. Vaco/Highspring does not have knowledge of the tools used by its clients in making final hiring decisions and cannot opine on their use of AI products.