Director, Talent Management Strategy & Analytics

Location:

Norfolk Va, US

Led by Rodolphe Saadé, the CMA CGM Group, a global leader in shipping and logistics, serves more than 420 ports around the world on five continents. With its subsidiary CEVA Logistics, a world leader in logistics, and its air freight division CMA CGM AIR CARGO, the CMA CGM Group is continually innovating to offer its customers a complete and increasingly efficient range of new shipping, land, air and logistics solutions.
Committed to the energy transition in shipping, and a pioneer in the use of alternative fuels, the CMA CGM Group has set a target to become Net Zero Carbon by 2050.
Through the CMA CGM Foundation, the Group acts in humanitarian crises that require an emergency response by mobilizing the Group’s shipping and logistics expertise to bring humanitarian supplies around the world.
Present in 160 countries through its network of more than 400 offices and 750 warehouses, the Group employs more than 155,000 people worldwide, including 4,000 in Marseilles where its head office is located.

The Director of Talent Management Strategy, Process & Analytics is responsible for designing,
executing, and continuously improving enterprise talent management programs that enable
organizational capability, leadership readiness, and workforce engagement. This role provides strategic
leadership and hands‑on oversight across early career and university programs, succession planning,
learning and development, performance management, employee engagement, and talent analytics.
The Director partners closely with HR Business Partners, business leaders, and regional HR teams to
deliver scalable, data‑informed talent solutions aligned to global and regional business priorities. This role
requires strong project management discipline, adaptability in fast‑changing environments, and the ability
to manage complex vendor relationships while ensuring program quality, equity, and impact.

• Define and lead the enterprise talent management strategy across the talent lifecycle, ensuring alignment with business goals, workforce plans, and leadership capability needs.
• Establish consistent frameworks, processes, and governance models while allowing flexibility for regional and business‑specific requirements.
• Serve as a trusted advisor to HR and business leaders on talent risks, opportunities, and priorities.
• Design, scale, and manage early career, internship, and university recruiting and development programs to build sustainable talent pipelines.
• Partner with Talent Acquisition, business leaders, and academic institutions to align programs with future skills and workforce needs.
• Oversee program experience, rotations, development milestones, and conversion strategies.
• Lead the design and execution of enterprise succession planning and talent review processes.
• Partner with HR Business Partners and leaders to identify critical roles, assess readiness, and develop targeted development actions.
• Drive continuous improvement of performance management processes to reinforce accountability, development, and engagement.
• Provide strategic oversight for leadership and professional development programs aligned to organizational priorities and capability gaps.
• Partner with Learning, HR, and business leaders to ensure programs are practical, scalable, and measurable.
• Evaluate learning effectiveness and adjust strategies based on outcomes and business needs.
• Support enterprise engagement strategies through talent programs that strengthen leadership effectiveness, career growth, and inclusion.
• Analyze engagement insights and partner with HR leaders to inform action planning and capability building.
• Lead the development and use of talent analytics, dashboards, and metrics to inform decision‑making across talent management.
• Translate data into clear insights related to succession strength, leadership readiness, program effectiveness, and workforce trends.
• Ensure data integrity, consistency, and storytelling that resonates with executive and business audiences.
• Lead complex, cross‑functional talent initiatives using strong project management and change management practices.
• Manage external vendors, consultants,…