Director, Global Talent Management

Requisition ID: 71956 About Whirlpool CorporationWhirlpool Corporation (NYSE: WHR) is a leading home appliance company, in constant pursuit of improving life at home. As theonly major U.S.-based manufacturer of kitchen and laundry appliances, the company is driving meaningful innovation to meet the evolving needs of consumers through its iconic brand portfolio, including Whirlpool, KitchenAid, JennAir, Maytag, Amana,Brastemp, Consul, and InSinkErator. In 2024, the company reported approximately $17 billion in annual sales - close to 90% of which were in the Americas - 44,000 employees, and 40 manufacturing and technology research centers. Additional information about the company can be found at WhirlpoolCorp.com. This role in summaryThe Director of Global Talent Management at Whirlpool is the strategic anchor of the HR ecosystem. Reporting to the VP, Organization & Talent - Center of Expertise (COE), this leader will drive the strategy, governance, and continuous improvement of all global talent management processes. As a skilled coach and mentor, they will develop a dedicated team, while acting as the bridge to other key HR functions—partnering with the Talent COE and Business HR to mitigate organizational risks, aligning with HR Operations for seamless program execution, and working with Talent Analytics to build data-driven strategies. This executive connects business priorities with people capabilities, balancing high-impact talent planning with practical execution. Ultimately, the successful candidate will have a significant impact on continuing to strengthen the company’s talent pipeline, building leaders for the future and guiding Whirlpool's global workforce through meaningful change.Your responsibilities will includeExecutive Succession & Development: Design and build a comprehensive Executive Succession and Development Program in partnership with the Director of Learning & Leadership Development.Talent Pipeline & Succession: Drive tangible progress on strengthening enterprise succession pipelines, ensuring strong conversion rates.Process Governance & Enablement: Own design and oversight of global Performance Management, Employee Listening, Talent Assessment, and Succession Processes. Continuous Improvement: Establish continuous feedback loops to evaluate, adjust, and measure the success of annual processes to foster a high-performance culture.Executive & Board-Level Preparation: Design, prepare, and deliver high-impact talent materials and insights for the Board of Directors (BoD) and Executive Committee (EC).Team Leadership & Delegation: Mentor and develop a dedicated talent team by fostering a culture of ownership; aligning their capabilities and capacity toward high-impact strategic work. Change Management: Lead comprehensive change management strategies to ensure adoption of new talent initiatives globally.Business HR Partnership: Partner and align closely with Business HR (BHR) leaders to proactively identify and mitigate talent gaps and organizational risks.COE Relationship Management: Collaborate with Total Rewards, Talent Acquisition, Learning & Leadership Development, and HR Operations to optimize resource allocation and ensure consistent program delivery.Talent Analytics & HRIS Partnership: Partner directly with the Talent Analytics and HRIS team to ensure data accuracy, drive reporting improvements, and maintain fluency in core talent technologies to support enterprise decision-making.Strategic Oversight & Alignment: Provide big-picture direction for global psychometric assessment and talent strategies, ensuring they directly support broader corporate objectives and priorities. Fiscal & Vendor Governance: Manage the budget for the global talent management function, driving high-level vendor selection and governance to ensure maximum ROI on external partnerships.Minimum requirementsBachelor’s degree in Human Resources, Psychology, Behavioral Sciences, Business, or a related field.Minimum of 10 years of progressive HR experience, with at least 5 years strictly dedicated to talent management, workforce design, and learning & development.Minimum of 3 years of direct people-leadership experience, managing and developing HR or Talent professionals.Practical experience navigating and executing within a tier-based HR operating model. A strong history of building and running complex talent programs from the ground up, backed by measurable data showing your success.The ability to confidently present to, advise, and influence senior leadership, including the Chief Human Resources Officer and other top executives.Experience working closely with data and technology teams to ensure HR information is accurate and to build clear, useful reports for company leaders.Demonstrated success in taking big-picture corporate goals and turning them into practical, everyday plans that actually get done.Preferred skills and experiencesMaster’s degree in Human Resources, Industrial-Organizational Psychology, Business Administration (MBA), or a related field. Experience leading complex, global programs from initial design through to execution. Experience designing an Executive Succession and Development Program.Demonstrated success as an HR Business Partner. #LI-MB3Connect with us and learn more about Whirlpool CorporationSee what it's like to work at Whirlpool by visiting Whirlpool Careers. Additional information about the company can be found on Facebook, Twitter, LinkedIn, Instagram and YouTube.Whirlpool Corporation is committed to equal employment opportunity and prohibits any discrimination on the basis of race or ethnicity, religion, sex, pregnancy, gender expression or identity, sexual orientation, age, physical or mental disability, veteran status, or any other category protected by applicable law.Department:Human Resources (20000019)