Director, Talent Effectiveness

Director, Talent Effectiveness

International Justice Mission (IJM) is the global leader in protecting vulnerable people from violence around the world. Our team of over 1,300 professionals are at work worldwide in over 30 offices. Together we are on a mission to rescue millions, protect half a billion, and make justice unstoppable.

For over 25 years, IJM has pioneered the work to protect vulnerable people from violence. 9 out of 9 times in the last decade, IJM's Justice System Strengthening Projects have reduced slavery and violence between 50 and 85% for very large populations of people in poverty. As we grow to expand our impact to protect 500 million people from violence, we are seeking Director, Talent Effectiveness.

The Director, Talent Effectiveness provides strategic leadership for IJM's talent portfolio across onboarding, orientation, employee engagement, training, leadership development, and performance management. This role is responsible for building a cohesive talent effectiveness strategy that connects employee entry, development, feedback, and performance into an integrated system that strengthens employee effectiveness, manager capability, retention, and organizational performance.

The Director leads the design, integration, and continuous improvement of talent effectiveness programs, processes, and measures across the employee lifecycle. The role partners closely with Regional HR Business Partners and senior leaders to ensure talent effectiveness work is strategically aligned, scalable, data-informed, and operationally strong.

This position is hybrid (onsite Tuesdays & Thursdays) if located in the Washington, DC area or remote for non-local candidates. It reports to the Vice President, Talent Pipeline and Development and is only available for candidates with the right to work in the US.

• Lead and integrate IJM's talent effectiveness portfolio across onboarding, orientation, employee engagement, training and development, and performance management.
• Build a cohesive strategy that connects employee lifecycle data and insights into actionable talent interventions and organizational improvements.
• Partner with the Vice President, Talent Pipeline & Development to align talent effectiveness priorities with IJM's broader people strategy and organizational goals.

• Oversee strategy and continuous improvement for onboarding and orientation programs to improve readiness and time to productivity.
• Ensure training and development offerings are aligned with capability priorities, employee needs, and business outcomes.
• Promote consistency, quality, and scalability across learning and onboarding experiences.

• Translate employee engagement insights into targeted action plans, leader support, and measurable follow-through.
• Use feedback and talent data to identify themes, risks, and opportunities related to manager effectiveness, employee experience, and retention.
• Support stronger organizational effectiveness through integrated use of talent processes and data.

• Provide strategic leadership for performance management and Annual Performance Review processes as part of the broader talent effectiveness portfolio.
• Ensure performance insights inform manager development, learning priorities, and capability-building efforts.
• Strengthen manager accountability and consistency through tools, frameworks, and enablement resources.

• Establish standards, governance, metrics, compliance practices, and vendor oversight across the talent effectiveness portfolio.
• Lead continuous improvement efforts and ensure programs are measured for quality, consistency, and impact.
• Oversee assigned team members and resources supporting the portfolio.

• Partner closely with Regional HR Business Partners, Global People Support leaders, and senior leaders globally to ensure strong adoption and alignment.
• Serve as a strategic thought partner on employee effectiveness, manager quality, and talent lifecycle integration.
• Build trusted relationships that support execution, influence, and follow-through across the organization.

• Bachelor's degree or equivalent experience required; advanced degree in HR, Organizational Development,…