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Director, Global Talent & Learning

Chromalloy · Florida, United States · 5 days ago
HybridFull-time

About the role

The Director, Global Talent & Learning is responsible for developing Chromalloy's people strategy from entry-level employees to senior leaders. They partner with key stakeholders to identify gaps, develop talent strategies, and oversee various programs including internships, leadership development, and career paths.

Responsibilities

  • Strategic Talent Partnership: Partner with the CHRO, senior leaders, HR Business Partners, and HR Managers to identify leadership and capability gaps and translate business needs into enterprise talent strategies.

  • Talent Reviews, Succession Planning, and High-Potential Development: Support talent reviews, succession planning, and high-potential development programs through data-driven workforce insights and external market benchmarks.

  • Development Initiatives: Build and prioritize development initiatives aligned to future business objectives.

  • Internship Program Leadership: Design and manage Chromalloy’s enterprise Internship Program, including program standards, university partnerships, candidate selection, structured development experiences, and conversion-to-hire processes.

  • Leadership & Functional Development: Develop and govern enterprise leadership and functional development programs, including high-potential, first-time manager, and professional capability-building initiatives.

  • Early Career & Rotational Programs: Create and lead Chromalloy’s Early Career Rotational and Fast Track Program, including program design, participant selection, rotation planning, and executive engagement.

  • Mentoring, Engagement & Recognition: Design and manage enterprise mentoring, employee engagement, and recognition programs that strengthen leadership, collaboration, and retention.

  • Workforce Development Funding: Build partnerships with government agencies and workforce development organizations to secure grants, training subsidies, and tax incentives.

  • Career Pathing & Internal Mobility: Develop enterprise career frameworks that define progression opportunities across functions, locations, and levels.

  • Learning Governance & Program Effectiveness: Establish enterprise learning standards, governance processes, and LMS frameworks to ensure consistent, high-quality development experiences.

Qualifications

  • 8+ years of progressive HR experience with at least 5 years in talent management, leadership development, or learning and development — in a manufacturing, aerospace, MRO, or technically complex industrial environment strongly preferred.

  • Demonstrated experience designing and launching enterprise development programs from concept — internship programs, rotational programs, leadership curricula, mentoring programs. Not managing inherited programs.

  • Experience identifying, applying for, and managing government training funding or employer training tax credits — DOL programs, state workforce development boards, apprenticeship subsidies, or industry-specific training funding.

  • Experience designing enterprise mentoring and employee engagement programs — program structure, matching methodology, and sustained governance.

  • Deep expertise in career path architecture and internal mobility framework design.

  • Strong partnership and influencing skills — this role succeeds only if HR Business Partners, HR Managers, and business leaders trust and use what you build.

  • Experience with psychometric and leadership assessment tools (e.g., Hogan, DiSC, Leadership Challenge) — facilitator or administrator certification preferred.

  • Excellent facilitation skills — comfortable designing and leading development sessions with senior leaders and executive cohorts.

  • Strong analytical capability — able to translate talent and learning data into program design decisions and executive-ready insights.

  • Proficiency with an enterprise HCM platform; ability to set learning architecture standards and partner on LMS execution and learning data reporting.

  • PURPOSE-BASED CERTIFICATIONS: PHR, SPHR, ATD CPTD, or equivalent professional certification preferred. Executive coaching certification (ICF or equivalent) is a differentiating asset.

  • BACHELOR'S DEGREE IN BUSINESS, HR, ORGANIZATIONAL PSYCHOLOGY, OR A RELATED FIELD REQUIRED. MASTER'S DEGREE STRONGLY PREFERRED.

  • LOCATION: South Florida preferred; or US Eastern Time Zone remote with 30-40% global travel.

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