Senior Director - Talent Management

Are you ready to accelerate your career? Join Cielo as a Senior Director – Talent Management!  A career at Cielo will give you the opportunity to work with the industry’s smartest people and to take ownership of your success!

Cielo is a brand that reflects our big idea – that talent is rising – and with it our opportunity to rise above. We create careers for ambitious people by moving beyond traditional assumptions of what it means to work in talent acquisition.

Cielo is the world's leading Talent Acquisition Partner. We deliver a better talent experience for everyone through Talent Acquisition, Search, Consulting, and Digital Accelerators™. With our fresh approach – we design and build comprehensive, proven solutions inspired by technology to find and keep the unique talent that elevates our clients above the competition.

Cielo is an equal opportunity employer and will not discriminate against any applicant for employment because of race, color, religion, sex, national origin, disability, age, genetic information, or any other status protected by state or local law for an individual who falls within the jurisdiction of such law. Applicants who require an accommodation throughout the application and interview process should request this in advance by contacting Cielo Talent Acquisition at View email address on us.fitly.work

Job Description

The Senior Director – Talent Management  (Human Resources) serves as the global leader for Talent Management, responsible for optimizing, and governing enterprise-wide talent strategies, programs, and practices that enable scalable growth, operational excellence, leadership capability, and a high-performing, inclusive culture across all regions. This role partners closely with the VP - People & Culture, senior-level stakeholders, and other functions of People & Culture (TM Business Partners, Talent Acquisition, Rewards, and Operations to ensure a cohesive and future-ready people strategy that meets the evolving needs of the business.

Location:  United States. Applicants must have the right to live and work in the US. 

Work setup: Remote - Monday to Friday. While this role primarily operates within Central or Eastern US Time Zones, it is part of a global team. As such, candidates should be comfortable with occasional schedule flexibility to collaborate with colleagues across different regions and time zones.

Duties and Responsibilities:

• Build and maintain strategic enterprise partnerships with senior leaders to understand business priorities, workforce challenges, and long-range talent needs.
• Identify future-focused opportunities where Talent Management can accelerate business performance; maintain deep expertise in global talent, culture, leadership, and workforce trends.
• Advise senior leadership on the people impact of strategic decisions, organizational risks, and recommended approaches for successful implementation.
• Lead global data and insight generation—translate talent metrics, trends, and analytics into actionable recommendations that address system-wide opportunities.
• Ensure consistent and high-quality People & Culture support across all business-aligned portfolios by providing strategic direction, governance, and escalation guidance to TM Directors and P&C partners.
• Partner with Internal Talent Acquisition, Workforce Planning, and senior leaders to anticipate capability gaps, support resourcing decisions, and shape talent pipelines across the business.
• Oversee and enhance enterprise-wide performance management practices; drive interventions that elevate leadership capability and reinforce a high-performance culture.
• Lead the global talent review and succession planning framework; evaluate pipeline strength, future business needs, and readiness for critical roles.
• Guide senior leaders in identifying retention risks and developing targeted, data-driven retention strategies for key talent.
• Govern the global employee experience strategy, leveraging engagement data, feedback, and experience insights to improve culture, inclusion, and retention.
• Lead the enterprise survey strategy and feedback mechanisms; ensure insights translate to sustained action and measurable improvements.
• Provide oversight and strategic alignment for internal communications related to talent programs, organizational changes, and people initiatives.
• Champion a learning culture by identifying capability gaps and partnering with Talent Development to shape leadership and employee development offerings.
• Provide coaching and thought partnership to senior leadership teams; strengthen managerial capability and embed a culture of accountability and continuous feedback.
• Serve as a mentor and advisor to TM professionals globally, supporting the development of future P&C leadership talent.
• Provide strategic guidance on high-risk or complex employee relations matters, ensuring fair, consistent, and low-risk outcomes aligned with global policy and legal standards.
• Monitor organizational health indicators to identify patterns, risks, and opportunities requiring systemic or structural interventions.
• Oversee the review and modernization of policies and talent programs to ensure consistency, compliance, and alignment with evolving legislation.
• Partner with Legal to assess global regulatory changes and drive necessary updates to policies, processes, and people practices.
• Serve as a global ambassador for DEIB; embed inclusion, equity, and belonging across all talent programs, decision processes, and leadership behaviors.
• Identify enterprise-wide opportunities to advance DEIB commitments and ensure TM programs promote fairness and equitable outcomes.
• Model allyship and mentor others in inclusive leadership practices; cultivate a culture where all employees can thrive.
• Lead organizational change management strategy for major initiatives; ensure alignment, communication, and adoption with minimal disruption.
• Guide organizational design and transformation efforts, ensuring structures, roles, and capabilities support business strategies.
• Assess compensation, rewards, and recognition practices in partnership with Rewards; benchmark against market trends and provide strategic recommendations.
• Provide counsel to senior leaders on compensation, equity, and engagement drivers to support strong talent and retention outcomes.
• Lead, develop, and inspire a global business-aligned Talent Management team; build a high-performing, collaborative, and future-ready function.
• Drive team capability and ensure TM partners are positioned as trusted strategic advisors to their aligned business units.
• Serve as a key member of the People & Culture leadership team and act as a senior TM representative in global senior leadership forums.
• Oversee global onboarding strategy to ensure consistent, engaging, and scalable practices that support new hire success.
• Partner with Payroll, HR Operations, and aligned P&C teams to ensure accurate data, compliant processes, and smooth operations across the employee lifecycle.
• Review offboarding practices to identify trends, risks, and opportunities for culture or process improvement.
• Analyze talent and workforce data to identify enterprise trends; take action or escalate to senior leadership as appropriate.
• Ensure the TM organization adheres to global policies, compliance requirements, and operational excellence standards.
• Other duties as assigned.

Supervisory Responsibilities

The Senior Director - Talent Management will lead a team of Managers, (Senior) Talent Management Business Partners, and/or Talent Management Generalists providing guidance, conducting performance reviews, and supporting professional growth.

Qualifications

Position Requirements

Education:

• Bachelor’s degree strongly preferred. High School Diploma or equivalent required.

Experience:

• 8-10 years of HR experience.
• Prior experience as a HR generalist, proficient in business partnering.
• Experience in global employment best practices.
• Experience managing a HR team.
• Experience in change management, driving employee engagement and managing employee relations cases.
• Proven experience of building strong relationships with key stakeholders at a senior level.

Exposure:

• Relationship building.
• Influencing and collaboration.
• Comfortable with ambiguity.
• Conflict resolution.
• Coaching and feedback.
• Problem solving, implementing practical solutions.
• Understands culture and how to influence.