Director Talent Management

Director, Talent Management

The Director, Talent Management provides senior enterprise leadership for the strategy, governance, and execution of talent management programs that build a robust leadership pipeline and strengthen workforce capability across AEP. This role serves as a strategic partner to senior executives, Business HR leaders, and HR COEs to set enterprise standards, drive adoption at scale, and ensure measurable impact across the employee experience.

The Director leads a team of specialists, oversees multiple programs, manages budgets and vendor partnerships, and ensures talent solutions that deliver measurable business outcomes.

Use insight to spark continuous improvement!

• Own program analytics and reporting, monitoring participation, quality, and outcomes to inform decisions and improve results.
• Drive continuous improvement by standardizing processes, simplifying tools and resources, and strengthening service delivery across the enterprise.
• Leverage employee feedback, internal listening channels, and external best practices to evolve programs and enhance effectiveness.
• Maintain strong data integrity, documentation, and audit readiness across enterprise talent processes.

You're a strategic, enterprise-minded talent leader who knows how to turn vision into action. You bring strong business acumen, executive presence, and a passion for building scalable solutions that make organizations stronger, leaders better, and employee experiences more meaningful.

Education:

• Bachelor's degree required
• Master's degree preferred (OD, HR, I/O Psychology, Adult Learning, or MBA).

Experience:

• 12+ years of progressive experience in talent management, organizational development, or HR, including enterprise program or portfolio leadership.
• Proven success leading work through others in a center-of-excellence model.
• Demonstrated experience designing and scaling enterprise talent solutions that drive measurable business value.
• Strong executive presence with the ability to influence across business units and HR COEs while setting standards and measuring enterprise impact.

Preferred qualifications:

• HR Generalist/Business Partner experience
• Enterprise succession planning and talent review leadership
• Career and professional development expertise
• Strong analytics and governance experience
• Change leadership and enterprise communications expertise
• Relevant certifications preferred (SHRM-SCP/SPHR, PMP, Prosci)

Compensation Grade:

SP20-011

Compensation Range:

$ - $

The Physical Demand Level for this job is: S – Sedentary Work:
Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time) and/or a negligible amount of force frequently. (Frequently: activity or condition exists from 1/3 to 2/3 of the time) to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time.

Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.

It is hereby reaffirmed that it is the policy of American Electric Power (AEP) to provide Equal Employment Opportunity in all respects of the employer-employee relationship including recruiting, hiring, upgrading and promotion, conditions and privileges of employment, company sponsored training programs, educational assistance, social and recreational programs, compensation, benefits, transfers, discipline, layoffs and termination of employment to all employees and applicants without discrimination because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, veteran or military status, disability, genetic information, or any other basis prohibited by applicable law.

When required by law, we might record certain information or applicants for employment may be invited to voluntarily disclose protected characteristics.