Director, Talent Management

Responsibilities Execute a comprehensive talent management strategy that aligns talent priorities with business goals, workforce planning needs, and long‑term organizational growth. Evolve a connected talent ecosystem that integrates goal setting, feedback, performance management, talent reviews, career development, mobility, and succession planning into a seamless employee and manager experience. Establish and iterate on talent management frameworks, governance models, and operating principles that drive consistency, scalability, and measurable business impact across the organization. Advance the organization's approach to performance management, feedback, and employee development, fostering a culture of continuous growth, accountability, and learning. Lead enterprise talent review and succession planning processes, partnering with Human Resources Business Partners and business leaders to strengthen workforce readiness, leadership continuity, and organizational capability. Drive improvements in the quality and consistency of talent discussions, assessments, and development planning across the organization while expanding opportunities for feedback, coaching, and growth in the flow of work. Partner closely with Learning and Development, People Analytics, HRIS, Internal Communications, Employee Relations, and business leaders to ensure talent initiatives work together as an integrated system that supports employee development and business performance. Drive the adoption of talent intelligence and AI‑enabled capabilities that provide leaders with actionable workforce insights, increase confidence in talent decisions, identify development opportunities, and strengthen workforce planning strategies. Serve as a trusted advisor to leaders on talent strategy, organizational effectiveness, succession planning, workforce readiness, and change management initiatives. Requirements A Bachelor's Degree in Human Resources, Business, Psychology, Organizational Development, or a related field; an advanced degree is preferred. At least 10 years of progressive experience in Talent Management, Organizational Development, Leadership Development, Human Resources Strategy, Human Resources Business Partnership, or a related discipline. Significant experience designing and leading enterprise talent strategies, including performance management, talent reviews, succession planning, career development, leadership development, and employee growth programs. Proven success building and scaling talent programs that connect performance, development, career growth, and succession planning to support organizational effectiveness and long‑term business success. Strong understanding of how talent practices connect across the employee lifecycle to drive workforce capability, leadership readiness, and business performance. Experience influencing senior executives and partnering with leadership teams to translate business strategy into talent priorities, workforce strategies, and actionable talent solutions. Experience leveraging talent data, workforce analytics, and emerging technologies to improve talent outcomes, strengthen organizational decision‑making, and provide meaningful business insights. Familiarity with AI‑enabled talent and Human Resources technologies, along with a vision for how innovation can enhance talent management, workforce planning, manager effectiveness, and employee growth. Exceptional communication, facilitation, stakeholder management, and change leadership skills, with the ability to build alignment and drive adoption across diverse audiences. Strong analytical and strategic thinking capabilities, with a demonstrated ability to balance long‑term vision with practical execution in complex, evolving environments. #J-18808-Ljbffr