Talent Management Director
Job Description:
• Lead talent mapping and succession planning in partnership with HR and business leaders.
• Establish and steward enterprise-wide standards to ensure thorough talent reviews and robust development plans for top talent and critical roles, building ready-now pipelines for leadership and critical specialist tracks.
• Act as an expert, consultative advisor to HR business partners and business leaders on talent management practices, leadership risk, succession, and capability development.
• Diagnose team dynamics and design targeted interventions—such as new leader assimilations, team effectiveness workshops, 360 assessments and coaching—to accelerate time-to-productivity and support business growth.
• Operationalize the BU and HR talent strategy by aligning enterprise practices, organizational goals, and specific BU needs.
• Assess the varying talent maturity of business units and tailor solutions accordingly, avoiding the use of 'copy/paste' or off-the-shelf strategies.
• Leverage data, analytics, AI, and scientifically validated assessment tools to elevate selection and talent decisions, reduce bias, and predict future capability needs.
• Define success metrics for talent management (leading and lagging indicators) and track business impact (e.g., revenue, retention, productivity).
Requirements:
• 8+ years of expertise in structural talent management or organizational development, including advanced succession planning, talent mapping, and performance architecture.
• A scientific, evidence-based mindset with experience in psychometric assessments, selection methodologies, and behavioral science.
• An advanced degree or strong background in Industrial/Organizational (I/O) Psychology is highly preferred.
• Proven ability to advise C-Suite and SVP/VP business leaders, bringing the emotional intelligence and courage to deliver 'productive friction' and mitigate leadership risk through facilitation.
• Ability to speak the language of the business and leverage predictive people analytics to map human capability directly to revenue, margins, and operational ROI.
• Strong diagnostic skills to assess the varying talent maturity of diverse business units, customizing enterprise programs for frontline reality rather than forcing off-the-shelf solutions.
• A low-ego, high-ownership approach to navigating the CoE and HRBP matrix, acting as a collaborative force-multiplier who readily steps outside formal boundaries to solve critical business challenges.
Benefits:
• Competitive compensation and benefits aligned with your experience.
• Comprehensive health, wellness, and retirement plans.
• Flexible work options to support work–life balance.
• Opportunities for continuous learning and professional growth within an evolving global organization.
• Flexible time off and holidays to ensure you have time to recharge.
Apply Now
Apply Now
• Lead talent mapping and succession planning in partnership with HR and business leaders.
• Establish and steward enterprise-wide standards to ensure thorough talent reviews and robust development plans for top talent and critical roles, building ready-now pipelines for leadership and critical specialist tracks.
• Act as an expert, consultative advisor to HR business partners and business leaders on talent management practices, leadership risk, succession, and capability development.
• Diagnose team dynamics and design targeted interventions—such as new leader assimilations, team effectiveness workshops, 360 assessments and coaching—to accelerate time-to-productivity and support business growth.
• Operationalize the BU and HR talent strategy by aligning enterprise practices, organizational goals, and specific BU needs.
• Assess the varying talent maturity of business units and tailor solutions accordingly, avoiding the use of 'copy/paste' or off-the-shelf strategies.
• Leverage data, analytics, AI, and scientifically validated assessment tools to elevate selection and talent decisions, reduce bias, and predict future capability needs.
• Define success metrics for talent management (leading and lagging indicators) and track business impact (e.g., revenue, retention, productivity).
Requirements:
• 8+ years of expertise in structural talent management or organizational development, including advanced succession planning, talent mapping, and performance architecture.
• A scientific, evidence-based mindset with experience in psychometric assessments, selection methodologies, and behavioral science.
• An advanced degree or strong background in Industrial/Organizational (I/O) Psychology is highly preferred.
• Proven ability to advise C-Suite and SVP/VP business leaders, bringing the emotional intelligence and courage to deliver 'productive friction' and mitigate leadership risk through facilitation.
• Ability to speak the language of the business and leverage predictive people analytics to map human capability directly to revenue, margins, and operational ROI.
• Strong diagnostic skills to assess the varying talent maturity of diverse business units, customizing enterprise programs for frontline reality rather than forcing off-the-shelf solutions.
• A low-ego, high-ownership approach to navigating the CoE and HRBP matrix, acting as a collaborative force-multiplier who readily steps outside formal boundaries to solve critical business challenges.
Benefits:
• Competitive compensation and benefits aligned with your experience.
• Comprehensive health, wellness, and retirement plans.
• Flexible work options to support work–life balance.
• Opportunities for continuous learning and professional growth within an evolving global organization.
• Flexible time off and holidays to ensure you have time to recharge.
Apply Now
Apply Now