Director, Talent and Leadership Development
Talent Development Strategy
Support the execution of a multi-year talent development strategy aligned to business objectives and growth priorities
Shift the organization from a training-focused model to a capability-driven development approach
Establish frameworks that link skill development to business outcomes and performance metrics
Identify future workforce capability needs and translate them into actionable development plans
Leadership Development & Succession Planning
Deliver leadership development programs for frontline, mid-level, and senior leaders
Build and maintain enterprise succession planning processes, including readiness assessments and risk mitigation strategies
Partner with the executive team to identify and accelerate high-potential talent
Ensure leadership pipelines are robust, diverse, and future-ready
Performance & Career Development Integration
Integrate talent development with performance management and career pathing frameworks
Develop clear, role-based career pathways and skill progression models
Enable managers to own development through coaching tools, frameworks, and resources
Promote a culture of continuous learning and internal mobility
Measurement & Analytics
Define and track KPIs to measure the impact of development initiatives (e.g., leadership bench strength, internal mobility, capability attainment, retention of high performers)
Use data and external benchmarks to continuously refine development strategies
Deliver executive-level reporting on talent health, pipeline strength, and ROI
Stakeholder Engagement & Change Leadership
Serve as a trusted advisor to senior leaders on talent development and organizational capability
Lead enterprise-wide change management efforts related to talent initiatives
Drive strong alignment across HR COEs (Talent Acquisition, Total Rewards, HR Operations)
Communicate talent strategies in a clear, compelling, and business-relevant way
Qualifications
- Bachelor’s degree in business management, Human Resources, Organizational Development, Learning Design & Technology, Instructional Design or related field required.
- Minimum of 8 years of relevant work experience (HR, talent management, L&D, leadership development, project and program management) with a minimum of 3 years’ experience designing and managing leadership development programs within a complex organization.
- Experience and demonstrated success in program, process and project management, including ability to develop complex, multi-faceted programs from end-to-end with complex tasks, timelines, and resource management.
- Established track record for taking a consultative approach to designing and delivering innovative learning programs with measurable business results that meet stakeholder needs.
- Strong executive presence and excellent written and oral communication, consultation and facilitation skills.
- Demonstrated critical thinking skills and ability to balance tactical and strategic-thinking and execution.
- Deep subject matter expertise and experience with innovative and best practice learning and leadership development models, programs, vendors and technology.
- Ability to partner and build credibility and relationships at all levels of the organization.
- Demonstrated experience in identifying, tracking and reporting on learning impact metrics.
- Strong working proficiency with Microsoft Office Suite, as well as the ability to create compelling visual marketing and branded materials through a variety of design tools, applications and platforms.
- Experience working with and leveraging Learning Management Systems (LMS) and learning technology platforms to support and drive learning delivery and learner engagement.
Benefits
- Market competitive compensation
- 401(k) and Roth with company match. Immediate 100% vesting
- Comprehensive benefits including medical, dental and vision
- Company paid short term disability and employer subsidized long term disability
- Company paid life insurance
- Discounted tire purchasing
- Tuition reimbursement
- Employee assistance program
- Generous paid vacation and paid time off
- Customizable voluntary benefits
Mission Critical Competencies
- Strategic Mindset: seeing ahead to future possibilities and translating them into breakthrough strategies.
- Action Oriented: Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.
- Cultivates Innovation: Creating new and better ways for the organization to be successful.
- Collaborates: Building partnerships and working collaboratively with others to meet shared objectives
- Customer Focus: Building strong customer relationships and delivering customer-centric solutions.
- Develops Talent: Developing people to meet both their career goals and the organization's goals.
- Ensures Accountability: Holding self and others accountable to meet commitments.
- Drives Engagement: Creating a climate where people are motivated to do their best to help the organization achieve its objectives.
- Communicates Effectively: Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.
- Instills Trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity.
- Change Management: effective Sponsorship, Change Agent and influencing skills. Adaptive, agile, flexible, open minded. Proven ability to build cross-functional commitment, lead, simplify and scale complex dynamic organizations through transformational change.