Director Talent Management

Duties & Responsibilities: Enterprise Talent Review & Succession Planning - Design, lead, and continuously improve Enterprise-wide talent review and succession planning processes. - Ensure consistent and rigorous talent assessment practices that provide visibility into leadership bench strength, critical roles, and succession risk. - Develop toolkits, playbooks, and facilitate learning experiences (e.g., workshops, training, communities of practice, etc.) to enhance the HRBP community's talent management capability. - Partner with senior HR Business Partners to ensure outcomes translate into targeted development plans for high-potential and succession candidates. - Facilitate senior-level talent discussions, synthesizing insights to drive enterprise action plans and leadership development strategies. Leadership Pipeline & Future Capabilities - Develop the Enterprise leadership pipeline strategy and approach to identifying and cultivating high potential talent (e.g., assessment, on the job experiences, and readiness pathways). - Identify enterprise-critical capabilities and talent segments essential to the company's long-term strategy. - Drive forward-looking initiatives related to future skills, talent forecasting, and organizational capability-building. Talent Strategy & Advisory - Provide thought leadership on emerging trends in talent, workforce planning, succession, and internal mobility. - Use data-driven insights and internal/external benchmarking to shape recommendations and guide strategic decisions. - Serve as a strategic advisor to senior HR and business leaders on the development and execution of Talent Management strategies. Stakeholder Engagement & Data Insights - Consult with senior HR and business leaders on talent strategy, organizational capability, and succession risk mitigation. - Work with the People Analytics team on talent analytics and insights that inform strategic talent decisions and pipeline gaps. - Partner with HR Technology team to leverage Workday and related tools to enable scalable, high-quality talent processes. Qualifications: - Bachelor's degree in HR, Organizational Development, Psychology, Education or Business. - 10+ years of progressive experience in Talent Management, OD, or related HR disciplines. - 5+ years of experience in large, complex, matrixed organizations. - 5+ years of demonstrated expertise in enterprise talent reviews, succession planning, and leadership assessment. - Ability to translate business strategy into actionable talent strategies and scalable processes. - Proficient in data analytics, dashboards, and workforce insights.