Director of Talent Management

Director Of Talent Management

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POSITION SUMMARY: The Director of Talent Management is a strategic Human Resources leader responsible for leading the HR Business Partner team and Talent Management function while driving consistent, scalable people practices across the organization's global operations. This role serves as a trusted advisor to senior leaders and provides leadership and direction to the Talent Management team, ensuring HR strategies, programs, and decisions align with business objectives, organizational growth, and the employee experience.

KEY RESPONSIBILITIES:

• Lead, coach, develop, and provide strategic direction to the Talent Management team, establishing clear expectations, priorities, and standards for HR partnership across the organization.
• Establish and continuously strengthen the HRBP operating model to ensure consistent, proactive, and business-focused HR support across functions, locations, and geographies.
• Serve as a strategic advisor to senior leaders on organizational effectiveness, workforce strategy, talent, employee relations, leadership capability, and organizational change.
• Partner with business leaders to understand business objectives and translate those priorities into effective people and talent strategies.
• Provide coaching and guidance to leaders on complex employee, team, organizational, and leadership matters.
• Ensure HRBPs develop strong relationships with their assigned business leaders and provide consistent, solutions-oriented support.
• Provide leadership and oversight for escalated employee relations matters, including investigations, corrective actions, performance concerns, conflict resolution, terminations, and sensitive employee issues.
• Identify organizational trends and systemic people issues and develop proactive solutions in partnership with leadership.

GLOBAL HR LEADERSHIP:

• Serve as a primary escalation and advisory resource for HR questions and employee matters affecting the organization's global workforce.
• Partner with regional leadership, local HR resources, legal counsel, payroll, benefits, and external advisors to address country-specific employment requirements and employee matters.
• Support the development and implementation of consistent global HR philosophies, frameworks, and standards while recognizing necessary local practices and legal requirements.
• Provide guidance regarding global employment practices, policies, employee relations, organizational changes, and workforce decisions.
• Coordinate complex cross-border employee matters and ensure appropriate internal and external expertise is engaged when necessary.
• Identify emerging global HR risks and partner with appropriate stakeholders to develop solutions and mitigation strategies.
• Support global expansion, restructuring, acquisitions, integrations, and other organizational changes from a people and talent perspective.
• Promote consistency in the employee experience across locations while balancing business needs, cultural differences, and local employment requirements.

TALENT MANAGEMENT & ORGANIZATIONAL DEVELOPMENT:

• Develop and execute an enterprise talent management strategy aligned with organizational priorities and future workforce needs.
• Lead talent review and succession planning processes to identify critical roles, high-potential talent, development needs, and organizational risks.
• Partner with leadership to establish succession pipelines for key leadership and business-critical positions.
• Lead performance management strategy and continuously evaluate processes to strengthen accountability, feedback, development, and organizational performance.
• Develop leadership and management capability through coaching, development programs, tools, and resources.
• Partner with leaders and HRBPs to identify talent gaps and create development, retention, and succession strategies.
• Support organizational design and workforce planning initiatives, including role clarity, organizational structures, spans and layers, and future capability requirements.
• Drive employee engagement and retention strategies based on employee feedback, workforce data, business needs, and organizational trends.
• Champion a culture of continuous development, accountability, inclusion, and high performance.

HR STRATEGY, GOVERNANCE & PROGRAMS:

• Translate business strategy into HR priorities, programs, and initiatives that support organizational growth and effectiveness.
• Develop and maintain HR policies, frameworks, and practices that promote consistency and support business requirements across the organization.
• Partner with HR leadership and subject-matter experts on compensation, benefits, talent acquisition, learning and development, HRIS, payroll, and other people programs.
• Provide leadership and guidance on organizational change initiatives, including communications, workforce transitions, restructuring, and integration activities.
• Review HR practices and processes to identify opportunities for standardization, scalability, efficiency, and improved employee and manager experience.
• Partner with legal counsel and appropriate local experts on complex employment matters and HR compliance considerations.
• Maintain appropriate confidentiality and ensure sensitive employee and organizational matters are handled with professionalism and discretion.

PEOPLE ANALYTICS & WORKFORCE PLANNING:

• Analyze workforce trends and HR metrics to identify organizational risks, talent needs, and opportunities for improvement.
• Develop and monitor meaningful HRBP and talent metrics related to turnover, retention, performance, succession, engagement, workforce demographics, and organizational health.
• Use data and business insights to provide leadership with recommendations regarding workforce planning and talent decisions.
• Partner with leadership on short- and long-term workforce planning to ensure the organization has the capabilities and talent required to achieve business objectives.
• Identify recurring themes across business units and geographies and develop enterprise-level solutions where appropriate.

SUPERVISORY RESPONSIBILITY:

• This position has direct reports and is responsible for the leadership, performance, development, and effectiveness of the HR Business Partner team.
• The Director is expected to build HRBP capability, establish consistent standards of service and partnership, provide ongoing coaching, and ensure appropriate escalation of complex or high-risk matters.

POSITION REQUIREMENTS:

• Strong strategic HR leadership and business partnership capabilities.
• Demonstrated ability to lead, coach, and develop HR professionals.
• Strong knowledge of talent management, employee relations, performance management, organizational development, succession planning, and workforce planning.
• Experience supporting employees and leaders across multiple countries or geographic regions.
• Ability to navigate complex global HR matters and recognize when local legal or subject-matter expertise is required.
• Strong business acumen with the ability to understand operational and financial priorities and translate them into people strategies.
• Demonstrated ability to influence senior leaders and build credibility across all levels of an organization.
• Strong judgment and ability to navigate complex, sensitive, and ambiguous employee situations.
• Excellent coaching, consultation, conflict resolution, and problem-solving skills.
• Strong organizational and project management capabilities with the ability to manage multiple strategic priorities.
• Excellent verbal, written, and presentation communication skills.
• Ability to work effectively across cultures, functions, geographies, and time zones.
• High level of integrity and ability to handle sensitive and confidential information with discretion.
• Strong analytical skills and ability to use workforce data to influence business decisions.

REQUIRED EDUCATION AND EXPERIENCE:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent combination of education and relevant experience.
• Minimum of 8+ years of progressive Human Resources experience, including significant HR Business Partner, talent management, or HR leadership experience.
• Minimum of 3+ years of experience leading and developing HR professionals or HR Business Partners.
• Demonstrated experience advising senior leaders on complex employee and organizational matters.
• Experience supporting a multi-site and/or global organization strongly preferred.
• Experience with talent reviews, succession planning, performance management, organizational development, and workforce planning.
• Experience managing complex employee relations matters and organizational change.
• Experience working with HRIS and talent management systems such as Workday or similar platforms.
• Strong proficiency with Microsoft Office Suite, including Outlook, Excel, Word, and PowerPoint.
• Professional HR certification such as SHRM-SCP, SPHR, or equivalent certification preferred.
• Global HR certification or demonstrated international HR experience preferred.

OTHER JOB REQUIREMENTS:

• This position must be able to travel up to 25% of the time or as required.
• Frequently required to sit, stand, walk, talk, and hear.
• Must have a valid driver's license.
• Ability to operate a computer keyboard.
• Ability to read a variety of materials.
• Ability to sit for extended periods of time.
• Ability to carry 5-10 lbs. (computer, etc.)