Director, Talent Management

Duties & Responsibilities Talent Strategy & Advisory

• Serve as a strategic advisor to senior HR and business leaders on the development and execution of Talent Management strategies, ensuring alignment with business goals and future-focused workforce requirements.
• Lead the development, implementation, and improvement of strategies, frameworks, and philosophies aligned to business objectives.
• Provide thought leadership on emerging trends in talent, workforce planning, talent pipeline development, succession, and internal mobility.
• Use data‑driven insights and internal/external benchmarking to shape recommendations and guide strategic decisions.

• Design, lead, and continuously improve the Enterprise‑wide talent review and succession planning processes.
• Ensure consistent and rigorous talent assessment practices that provide visibility into leadership bench strength, critical roles, and succession risk.
• Develop toolkits, playbooks, and facilitate learning experiences (e.g., workshops, training, communities of practice, etc.) to enhance the HRBP community’s talent management capability.
• Facilitate senior‑level talent discussions, synthesizing insights to drive enterprise action plans and leadership development strategies.
• Partner with senior HR Business Partners to ensure outcomes translate into targeted development plans for high‑potential and succession candidates.

• Identify enterprise‑critical capabilities and talent segments essential to the company’s long‑term strategy.
• Drive forward‑looking initiatives related to future skills, talent forecasting, and organizational capability‑building.
• Develop the Enterprise leadership pipeline strategy and approach to identifying and cultivating high potential talent (e.g., assessment, on‑the‑job experiences, and readiness pathways, etc.).

• Create the conditions for understanding and sustainable change by facilitating complex discussions and applying business insight, talent expertise, consulting and change management principles to address diverse stakeholder needs.
• Consult with senior HR and business leaders on talent strategy, organizational capability, and succession risk mitigation.
• Lead a collaborative effort across HR COEs, operations, and business partnering to ensure an integrated talent ecosystem.

• Work with the People Analytics team on talent analytics, and insights that inform strategic talent decisions and pipeline gaps.
• Partner with HR Technology teams to leverage systems and tools that enable scalable, high‑quality talent processes.
• Prepare materials, insights, and recommendations for senior leadership.

• Bachelor’s degree in human resources, Organizational Development, Industrial/Organizational Psychology, Education, Business, or related field.
• 10‑15 years of progressive experience in Talent Management, Organizational Development, Leadership Development, or related HR disciplines.

• Master’s degree (OD, I/O Psychology, MBA, HR).
• SPHR/SHRM-SCP, coaching, change management, and/or assessment certifications.

• Experience working in or with large, complex, matrixed organizations.
• Demonstrated expertise in enterprise talent reviews, succession planning, leadership assessment, and talent strategy.
• Experience building or leading talent management strategies at the senior level.
• Demonstrated success partnering with senior HR and business leaders, HR Business Partners, and COEs.
• Strong facilitation and communication skills, with the ability to distill complex information into clear, actionable recommendations.
• Proven ability to consult with senior leaders, facilitate complex discussions, and influence using a combination of data, business insight, and sound judgment.
• Experience working in Fortune 500 or global enterprises, particularly healthcare, life sciences, pharmaceutical, biotech, or related industries.
• Experience leading teams and managing budgets.

• Excellent communication, stakeholder management, and consulting skills.
• Experience…