Director, Talent & Engagement

About the Role

The Director of Talent and Engagement is responsible for managing the assessment of organizational and talent needs and the design, implementation, and evaluation of programs that facilitate talent and career development, succession planning, and engagement of employees and leaders. This role oversees strategic talent management activities, including Talent Management and Succession Planning, High Potential Development, Career Pathways, Performance Management, and Employee Engagement.

This strategic leadership role drives the organization’s talent management strategy, focusing on talent and succession planning, executive coaching, performance, and the design and launch of enterprise talent programs. The Director will manage a team of five and partner closely with executives, HR Business Partners, and other HR leaders to assess talent needs, develop solutions, and ensure execution across the organization.

Responsibilities

• Leads a team of Talent Management and Engagement professionals, defining goals, budget, and performance standards for the department.
• Represents the Organizational Development & Learning Department in HR Directors’ Council and coordinates initiatives with other HR Centers of Expertise.
• Directs the culture and engagement agenda, including leadership development, talent management, performance management, succession planning, and coaching.
• Designs and implements high-potential and talent pool development strategies aligned with current and future business and talent needs.
• Utilizes business acumen to assess initiatives and identify opportunities for leveraging human capital.
• Leads the annual employee engagement process, partnering with a third-party survey vendor to optimize cultural insights and inform engagement strategies.
• Drives maturation and deployment of programs supporting organizational, team, and individual leadership effectiveness.
• Gathers, analyzes, and presents data to leaders, recommending solutions aligned with culture, strategy, and resources.
• Serves as a subject matter expert for competency strategy, talent management cycles, and engagement best practices.
• Networks with internal and external leaders to benchmark practices and expand knowledge.
• Stays abreast of emerging technologies and solutions through external vendor partnerships.
• Ensures safe care for patients, staff, and visitors by adhering to Memorial Hermann policies and standards.
• Promotes professional growth and development through mentorship and continuing education.
• Models Memorial Hermann’s service standards by providing compassionate, personalized, and efficient experiences.
• Performs other duties as assigned.

Requirements

• Bachelor’s Degree required in Organizational Psychology/Development/Leadership, I/O Psychology, HR, or related discipline; Master’s Degree preferred.
• SPHR or SHRM-SCP certification preferred.
• 10 years of progressive experience in organizational development, focusing on leadership development, talent management, succession planning, engagement, or performance improvement.
• At least 3 years of experience managing professional-level staff in HR, OD, Talent, or related fields.
• Experience managing Talent Systems (e.g., Workday) to deploy talent management processes.
• Demonstrated political savvy, emotional intelligence, and strong leadership, influence, and negotiation skills.
• Advanced strategic thinking, systems thinking, and written/verbal communication skills, including presentation and facilitation.
• Proven ability to drive engagement across complex organizations.
• Advanced knowledge of talent and performance management processes, tools, and resources; multiple related certifications preferred.

Skills

• Executive-level partnership and influence
• Talent and succession planning expertise
• Strategic talent management
• Executive coaching and leadership consultation
• Strong emotional intelligence and political savvy
• Critical and strategic thinking
• Ability to navigate ambiguity and organizational complexity
• Talent program design, launch, and execution
• Cross-functional collaboration with HR Business Partners and HR Centers of Expertise
• Strong communication and executive presentation skills
• Team leadership and accountability
• Change management and stakeholder engagement