Director, Talent Motions

Job Summary

This role supports the Strategic Partnerships function and manages a team of Talent Motions Managers. It involves cross-functional interlock, people management, strategic support, and program management.

Responsibilities

• Cross functional interlock
• Engages with FPTs to ensure consistent talent motion cadence.
• Collaborates with Workforce Insights for metrics and tools.
• Aligns with People Team Big Bet owners for Strategic Partnership enablement.
• Remains aligned with Strategy team for initiative timelines.
• Manages a team of Talent Motions Managers.
• Assesses demand, prioritizes assignments, and ensures alignment with organizational goals.
• Allocates resources and ensures timely deployment for workforce planning, organizational change, and talent strategies.
• Provides coaching, performance feedback, and professional development.
• Maintains scalable processes for intake, assignment, onboarding, and offboarding.
• Fosters a culture of agility, collaboration, and continuous learning.
• Strategic support and program management
• Serves as a strategic thought partner to the Strategic Partnerships Leadership Team.
• Prepares for meetings and designs, organizes, and facilitates agendas.
• Coordinates efforts among different teams and ensures project milestones are met.
• Communications
• Develops and drives effective communications across the Strategic Partnerships team.
• Budget and Resource Management
• Collaborates with Finance and ITS to develop and manage budgets and headcount plans.
• Allocates budgets thoughtfully and manages cost control.

Qualifications

• Minimum 15 years Human Resources experience, particularly in an HR Program Management, Business Advisory, HR Business Partner, or employee-facing role.
• Previous experience managing teams of HR professionals preferred.
• Excellent ability to source, synthesize, and interpret data and context to tell a story and influence decision makers.
• Strong evidence of systems thinking and strategic and transformational thinking.
• Experience leading organizational design, change management, and organizational effectiveness.
• Broad depth of experience across all HR concentrations.
• Experience working in a fast-paced environment with a bias towards action and solutions in line with business goals.

Skills and Attributes

• Anticipates business needs and adapts accordingly.
• Leads change initiatives with clarity and confidence.
• Proactively considers cross-functional and downstream implications.
• Translates complex data into actionable insights.
• Uses storytelling to influence and inspire.
• Balances innovation with operational practicality.
• Encourages diverse perspectives and healthy debate.
• Fosters inclusion, trust, and collaboration.
• Demonstrates resilience and adaptability.
• Promotes a culture of continuous improvement.