Sr. Director, Succession, Assessment, and Development - Orthopedics

About the role

The Sr. Director, Succession, Assessment, and Development is a senior HR leadership role responsible for shaping and executing enterprise talent and performance strategies that build organizational capability and drive business results.

Responsibilities

• Lead and execute enterprise talent and performance strategies, aligned with business priorities and workforce plans.
• Oversee core talent processes, including performance management, talent reviews, succession planning, and leadership development.
• Partner with senior leaders and HR Business Partners to assess talent, identify risks, and build leadership capability.
• Drive consistent, fair, and data-driven application of talent and performance frameworks across the organization.
• Analyze talent and performance data to generate insights that inform decision-making and continuous improvement.
• Lead change management, communications, and stakeholder engagement related to talent and performance initiatives.
• Develop, coach, and lead a high-performing team supporting talent and performance programs.
• Ensure talent and performance processes align with governance standards, policies, and compliance requirements.

Requirements

• Master’s degree required in Human Resources, Business Administration, Organizational Development, or a related field.
• 12+ years of progressive experience in talent management, performance management, or HR leadership roles.
• Demonstrated experience leading enterprise-level talent and performance programs.
• Proven ability to influence and partner effectively with senior and executive leaders.
• Strong analytical capability with experience leveraging talent data and insights.
• Experience leading teams and driving change in complex, matrixed organizations.
• Excellent communication, facilitation, and stakeholder-management skills.

Qualifications

• Preferred experience in a regulated industry such as MedTech, Pharma, or Healthcare.
• Experience working in a global organization with multi-regional talent processes.
• Exposure to leadership development, succession planning, and workforce planning integration.
• Experience leading large-scale HR or talent transformation initiatives.

Skills

• Business Alignment
• Coaching
• Developing Others
• Employee Retention
• HR Business Partnership
• HR Strategic Management
• Human Resources Consulting
• Human Resources Law
• Inclusive Leadership
• Interpersonal Influence
• Leadership
• Leading Change
• Organizational Change Management
• Problem Solving
• Tactical Planning
• Talent Management