Enterprise Talent Management Director

General

Summary:

This is a unique opportunity to shape the future of leadership  the Enterprise Talent Management Director, you will lead programs that ensure we have the leadership pipeline, succession strength, and talent capabilities needed to deliver on our long-term business ambitions. Partnering closely with senior leaders, HR Business Partners, and Centers of Excellence, you will drive enterprise talent reviews, succession planning, leadership pipeline development, executive onboarding, and senior leader development.

This highly visible role combines strategic thinking, data-driven decision making, and influential partnership to identify and accelerate high-potential talent, strengthen leadership readiness, and build capabilities that fuel growth. If you are passionate about developing leaders, shaping talent strategy at scale, and making a lasting impact on the future of the organization, this is an exciting opportunity to help define what leadership excellence looks like at Vertex.

General

Summary:

This is a unique opportunity to shape the future of leadership  the Enterprise Talent Management Director, you will lead programs that ensure we have the leadership pipeline, succession strength, and talent capabilities needed to deliver on our long-term business ambitions. Partnering closely with senior leaders, HR Business Partners, and Centers of Excellence, you will drive enterprise talent reviews, succession planning, leadership pipeline development, executive onboarding, and senior leader development.

This highly visible role combines strategic thinking, data-driven decision making, and influential partnership to identify and accelerate high-potential talent, strengthen leadership readiness, and build capabilities that fuel growth. If you are passionate about developing leaders, shaping talent strategy at scale, and making a lasting impact on the future of the organization, this is an exciting opportunity to help define what leadership excellence looks like at Vertex.

• Evolve Vertex's integrated talent management strategy, aligning talent review, talent potential identification, succession planning, leadership pipeline development, and executive onboarding practices with the organization's strategic priorities and growth objectives.

• Continuously improve enterprise succession planning processes for critical leadership roles. Partner with Senior Leaders and HR Business Partners to strengthen succession bench strength, assess organizational risk, support development planning, and ensure readiness for future talent transitions.

• Own Vertex's talent potential philosophy, assessment methodology, and annual talent review process. Drive consistent identification and differentiated development of high-potential talent, ensuring robust pipelines for critical leadership roles and future Senior Leader positions.

• Design and oversee strategies that prepare Senior Directors, Executive Directors, and other key leadership populations for future Senior Leader opportunities. Ensure deliberate development experiences, exposure, and readiness approaches that strengthen the long-term leadership bench.

• Design and execute development strategies for Senior Leaders, including enterprise learning experiences, coaching approaches, peer networking opportunities, assessments, and targeted development interventions that accelerate leadership effectiveness.

• Develop and continuously enhance onboarding and assimilation experiences for Vice Presidents and other senior leaders. Ensure leaders are effectively integrated into the organization, positioned for success, and aligned with Vertex's culture, strategy, and leadership expectations.

• Act as a trusted advisor to Senior Leaders, and HR Business Partners on talent strategy, succession risk, leadership pipeline strength, and organizational capability needs. Translate complex talent challenges into practical and scalable solutions.

• Leverage talent analytics, workforce insights, succession data, talent outcomes, and external benchmarks to inform strategic decisions, evaluate effectiveness, and continuously improve enterprise talent management practices.