Director of Talent Management

Responsibilities

• Lead workforce readiness and strategic workforce planning efforts in close partnership with talent partners, talent acquisition, and senior leaders to align talent supply with evolving business needs
• Define and advance the enterprise future skills and capability strategy, enabling scalable, role-aligned development
• Drive career development and internal mobility initiatives to strengthen engagement, retention, and talent flow across the organization
• Shape and operationalize the enterprise talent philosophy and talent strategy in partnership with senior leadership
• Champion AI-enabled talent processes and workforce transformation to improve efficiency, insights, and employee experience
• Oversee succession planning and leadership pipeline effectiveness to ensure a strong bench for critical roles
• Set and monitor talent management performance metrics, and engage with external industry peers to benchmark practices

Qualifications

• Bachelor’s degree in Human Resources Management or related field
• Minimum ten years of HRBP/talent management experience or equivalent combination of education and experience
• Demonstrated experience leading and executing talent strategies that align with business priorities, including workforce planning, capability building, and succession
• Proven ability to partner effectively with senior leaders, talent partners, and cross-functional stakeholders to influence strategy and drive outcomes
• Strong track record of designing and scaling enterprise-wide talent initiatives (e.g., career development, internal mobility, leadership pipeline development) in a way that prioritizes team member experience and practical application
• Experience leveraging data, analytics, and workforce insights to inform decision-making and measure impact
• Demonstrated leadership capability, including building, coaching, and developing high-performing teams
• Strong change leadership skills with the ability to lead through transformation, including adoption of new processes, technologies, and ways of working
• Excellent communication, facilitation, and executive presence; able to engage and influence across all levels of the organization
• Experience with digital HR technologies (e.g., HRIS, talent systems, or AI-enabled tools) and a demonstrated ability to drive adoption
• Experience building or evolving internal talent marketplaces, career frameworks, or skills-based workforce models
• Strong background in workforce analytics, scenario planning, or capability modeling to inform future workforce decisions
• Consulting or advisory experience (internal or external) supporting large-scale organizational or workforce transformations