Senior Director, Talent & Performance Management

Senior Director, Talent & Performance Management

The Senior Director of Talent & Performance Management plays a critical, enterprise-wide role in shaping Suffolk's ability to grow, perform, and lead in a dynamic market. This leader is responsible for architecting and driving a modern, integrated talent strategy that strengthens leadership capability, accelerates employee development, and ensures a strong pipeline of ready-now talent aligned to business priorities.

Performance Management Strategy

• Serve as a subject matter expert in the design and build of Suffolk's new Oracle-based performance management platform, playing a critical role in shaping the overall strategy, structure, and user experience. Bring best practices and expertise to create a best-in-class platform & user experience. Partner cross-functionally to drive a seamless transition, ensuring an intuitive, high-impact platform that enhances engagement and elevates performance outcomes.
• Advise HR Business Partners, Total Rewards teams and senior business leaders on talent and performance best practices, serving as a trusted center-of-excellence resource for talent decisions.
• Drive alignment between performance, compensation, and talent outcomes.
• Partner with HRBPs and leaders to embed a high-performance, feedback-driven culture.
• This team will oversee performance & compensation cycle execution, including goal setting, reviews, calibration, and communications.

Succession Planning

• Lead enterprise succession planning strategy and execution across critical roles.
• Facilitate talent review processes with senior leadership.
• Build bench strength through targeted development and succession pipelines.
• Provide insights and reporting on readiness, risk, and internal mobility opportunities.
• Support executive-level succession planning in partnership with senior leadership.

Organizational Design, Career Architecture & Workforce Planning

• Design and evolve organizational structures to improve efficiency, scalability, and alignment with strategic priorities.
• Oversee enterprise workforce planning processes to assess current and future talent needs, identify workforce gaps, and develop strategies aligned with business objectives and growth plans.
• Facilitate org design efforts including role clarity, spans and layers, decision rights, and governance models to enhance effectiveness and accountability.
• Partner with senior leadership to assess org health and recommend structural or role design adjustments that enhance performance, collaboration, and innovation.
• Design and implement enterprise career architecture, job structure and leadership development model and framework.
• Ensure alignment between career pathways, learning, and internal mobility.
• Partner with Internal teams to support future capabilities and skill needs.

Executive Coaching & Coaching Strategy

• Lead and manage Suffolk's Coaching Programs, including vendor selection and program design & scalability.
• Oversee development and expansion of in-house certified coaching capability.
• Define coaching strategy aligned to leadership development priorities.
• Establish clear criteria and governance for coaching engagement across leadership levels.

Talent Development & Career Planning

• Partner with internal teams to develop strategy & framework around manager capabilities, tools & resources.
• Establish a scalable approach to intentional Individual Development Plans (IDPs). Partner with team to build a resource to track and monitor progress and readiness.
• Drive a culture of ownership around career growth and development.
• Equip managers to lead effective career conversations and development planning.
• Ensure alignment across IDPs, learning programs, and succession outcomes.

360 Feedback & Leadership Assessment

• Administer and evolve enterprise 360 feedback processes.
• Ensure insights are effectively used for leadership development and coaching.
• Integrate feedback tools into broader talent and performance processes.
• Partner with leadership teams to translate insights into actionable development plans.

Leadership & Partnership

• Serve as a trusted advisor to senior leaders on all aspects of talent and performance.
• Collaborate across Talent Strategy, HRBPs, L&D, and Compensation to deliver integrated solutions.
• Lead and develop a high-performing team focused on innovation, scalability, and impact.

• 10-15+ years of experience in Talent Management, Performance Management, or Organizational Development.
• Proven experience designing and leading enterprise talent strategies.
• Deep expertise in:
  • Performance management redesign
  • Succession planning and talent reviews
  • Career architecture and workforce planning
  • Executive coaching and leadership assessment;
    Certified coach highly desired
• Strong executive presence and ability to influence at the senior leadership level.
• Exceptional communication, facilitation, and change management skills.
• Experience working in complex, fast-paced, and growth-oriented organizations.
• Previous experience designing and implementing LMS…