Director, Talent Effectiveness

Talent Effectiveness

The Director, Talent Effectiveness provides strategic leadership for IJM’s talent portfolio across onboarding, orientation, employee engagement, training, leadership development, and performance management. This role is responsible for building a cohesive talent effectiveness strategy that connects employee entry, development, feedback, and performance into an integrated system that strengthens employee effectiveness, manager capability, retention, and organizational performance.

• Talent Effectiveness Strategy: Lead and integrate IJM’s talent effectiveness portfolio across onboarding, orientation, employee engagement, training and development, and performance management. Build a cohesive strategy that connects employee lifecycle data and insights into actionable talent interventions and organizational improvements.

• Align with VP, Talent Pipeline & Development: Align talent effectiveness priorities with IJM’s broader people strategy and organizational goals.

• Onboarding, Orientation & Training: Oversee strategy and continuous improvement for onboarding and orientation programs to improve readiness and time to productivity. Ensure training and development offerings are aligned with capability priorities, employee needs, and business outcomes. Promote consistency, quality, and scalability across learning and onboarding experiences.

• Employee Engagement & Effectiveness: Translate employee engagement insights into targeted action plans, leader support, and measurable follow-through. Use feedback and talent data to identify themes, risks, and opportunities related to manager effectiveness, employee experience, and retention. Support stronger organizational effectiveness through integrated use of talent processes and data.

• Performance Management: Provide strategic leadership for performance management and Annual Performance Review processes as part of the broader talent effectiveness portfolio. Ensure performance insights inform manager development, learning priorities, and capability-building efforts. Strengthen manager accountability and consistency through tools, frameworks, and enablement resources.

• Operational Leadership & Governance: Establish standards, governance, metrics, compliance practices, and vendor oversight across the talent effectiveness portfolio. Lead continuous improvement efforts and ensure programs are measured for quality, consistency, and impact. Oversee assigned team members and resources supporting the portfolio.

• Partnership & Stakeholder Engagement: Partner closely with Regional HR Business Partners, Global People Support leaders, and senior leaders globally to ensure strong adoption and alignment. Serve as a strategic thought partner on employee effectiveness, manager quality, and talent lifecycle integration. Build trusted relationships that support execution, influence, and follow-through across the organization.

Qualifications

• Bachelor’s degree or equivalent experience required; advanced degree in HR, Organizational Development, Industrial/Organizational Psychology, or a related field preferred.
• 8–10 years of progressive experience in talent development, organizational development, employee engagement, performance management, or related fields, including experience in a global or matrixed environment.
• Demonstrated experience leading an integrated portfolio of enterprise talent programs, aligning onboarding, engagement, learning, leadership development, and performance management to organizational strategy.
• Proven track record of using people data and employee lifecycle insights (e.g., engagement, performance, retention, onboarding feedback) to inform talent strategy, drive decisions, and measure impact.
• Experience designing and implementing scalable frameworks, governance, and operating rhythms for talent programs across multiple regions or functions.
• Experience partnering with senior leaders and HR business partners to drive adoption, change management, and accountability for talent practices.
• Strong analytical skills, including the ability to interpret people data (e.g., engagement, performance, retention, onboarding feedback) and derive insights.
• Demonstrated strategic planning and program leadership skills, with experience designing and managing complex talent initiatives.
• Ability to translate qualitative and quantitative feedback into clear talent strategies, implementation plans, and operational rhythms.
• Experience with employee engagement, learning, onboarding, or performance management systems preferred.
• Experience working with HRIS platforms; Workday HRIS experience is strongly preferred.
• Comfort working with dashboards, analytics tools, and reporting to support leadership decision-making and change management.

Critical Qualities

• Eager commitment to IJM's Core Values: Christian, Professional and Bridge-Building;
• Mature orthodox Christian faith;
• Mature and highly adaptive, able to reprioritize at a moment’s notice;
• Humble and resilient;
• Pursues excellence;
• Culturally aware and appreciative of difference;
• Strong service ethic;
• Innovative problem solver;
• Ability to build trust and strong partnerships with others;
• Self-accountable and able to meet deadlines with little supervision;
• Courageous in pursuing opportunities and challenges;
• Tenacious in achieving goals;
• and Professional.

Application Process

To apply, upload your resume, cover letter, and statement of faith in one PDF document.

IJM Offers

• Comprehensive Medical/Dental/Vision benefits
• Monthly commuter and parking benefits in the DC metro area
• Roth retirement benefit options
• Paid leave starting at 23 days
• 12 holidays (plus early release the day prior)
• Daily, quarterly, and annual community spiritual formation
• Robust staff care resources

Safeguarding Principles

IJM holds strict safeguarding principles and a zero tolerance to violations of the Safeguarding Policy, Protection against Sexual Exploitation, Abuse and Harassment Policy, and Code of Ethics. Candidate selection is based on technical competence, recruitment, selection and hiring criteria subject to assessing the candidates value congruence and thorough background, police clearance, and reference check processes.