Senior Director, Talent Management

The Senior Director, Talent Management & People Experience leads the strategy for how employees grow, stay informed and experience the company, from onboarding through career development. This leader owns three connected pillars:
Learning & Development, Internal Communications and People Experience. The role turns them into one employee journey that supports engagement, retention, leadership capability and business performance.

The Senior Director is a strategic partner to the executive team and to the Chief People Officer. They set the people agenda, build and manage a high-performing leadership team and measure results in outcomes the business cares about.

• Define a multi-year talent management and employee experience strategy tied to business goals.
• Lead talent management processes: performance, succession planning, high-potential identification and career pathing.
• Build an integrated employee journey so learning, communication and experience reinforce one another.
• Set shared metrics, such as engagement, retention, internal mobility, leadership bench strength and learning impact, and report them to executives.
• Advise senior leaders on organizational change, culture and workforce planning.

• Direct leadership development, manager capability, onboarding and technical or functional training.
• Align learning investments with skills gaps and succession needs.
• Evaluate programs for business impact, not only participation.

• Guide how leadership messages, company news and organizational changes reach employees.
• Lead communications for sensitive events such as restructurings, leadership transitions and policy changes.
• Build channels for two-way dialogue and measure reach, clarity and trust.

• Own the employee lifecycle experience, including onboarding, recognition, engagement surveys, listening programs and workplace programs.
• Turn employee feedback into prioritized, funded action plans.
• Partner with HR operations and business leaders to remove friction in people processes.

• Hire, coach and develop the three directors and hold them accountable for results.
• Manage the function's budget, vendors and technology, including learning, survey and communications platforms.
• Handle confidential employee and leadership information with discretion.

• Bachelor's degree in human resources, organizational development, communications, business or a related field.
• 12 or more years of progressive experience in talent management, learning and development, internal communications or employee experience, including 5 or more years leading managers or directors.
• Proven record of building and running talent programs that measurably improved engagement, retention or leadership capability.
• Experience advising executives and communicating through organizational change.
• Strong analytical skills and comfort using people data to guide decisions.
• Demonstrated ability to manage budgets, vendors and cross-functional programs. Fluent in English and a second language Spanish, spoken and written, to lead and communicate with a bilingual workforce. Able to work on-site in Miami 4 days per week and travel up to 20% of the time.

• Master's degree in organizational psychology, HR, communications or an MBA.
• Experience in a multi-site, hybrid or fast-growing organization.
• Professional credentials such as SHRM-SCP, SPHR, ATD CPTD or similar.
• Experience with HRIS, learning management and employee listening platforms.

• Strategic thinking that connects people programs to business outcomes.
• Influence and executive presence with senior leaders and employees at every level.
• Integrative leadership that unites three distinct disciplines under one vision.
• Sound judgment and discretion with confidential matters.
• Change leadership and clear, empathetic communication.