Director - Talent Management

Position Summary

Reporting to the Vice President, Global Talent, the Director, Talent Management will lead IDEX’s enterprise talent management strategy to develop, engage, and retain top talent in support of business growth. This role is central to building a high-performing organization by strengthening leadership pipeline, employee engagement, and the quality and consistency of talent decisions across the enterprise. This leader serves as the architect and owner of IDEX’s integrated enterprise talent management system and operating rhythm, ensuring alignment across performance management, succession, development, engagement, and internal mobility to drive workforce capability and business performance.

A key focus is evolving IDEX’s talent management approach into a scalable, enterprise-wide, data-driven system enabled by modern technology that:
Establishes clear enterprise talent standards, governance, and operating rhythms Improves the quality, consistency, and transparency of talent and development decisions Strengthens succession planning and pipeline depth for critical roles Advances employee engagement and listening through surveys, insights, and action planning Builds a high-performing Talent Management team equipped to deliver strategic, data-driven outcomes This role leads the design, implementation, and continuous improvement of enterprise talent practices, partnering with HR and business leaders to design practical, fit-for-purpose talent solutions that strengthen leadership capability and organizational effectiveness.

• Own and evolve IDEX’s integrated enterprise talent management system, aligning performance, succession, leadership development, engagement, internal mobility, and workforce capability into a cohesive, scalable model
• Define and lead the enterprise talent operating cadence, including talent reviews, succession cycles, performance processes, and engagement rhythms, ensuring consistency, adoption, and impact across business units
• Establish enterprise talent standards, governance, and frameworks, using influence to drive adoption while intentionally defining where differentiation is required to meet business unit and workforce segment needs
• Lead enterprise succession planning and talent review processes, including readiness assessments, pipeline analysis, and development planning to strengthen bench strength for critical roles
• Define and advance the talent data, analytics, and technology strategy, including system roadmap, vendor partnerships, and digital-first tools that improve decision quality, transparency, and user experience
• Design and continuously improve core talent frameworks and tools (e.g., talent reviews, role profiles, career pathing) to clarify critical roles, differentiate performance and potential, and enable targeted development
• Own the employee engagement and listening strategy, including survey design, insights, and action planning to improve organizational health and leader accountability
• Partner with Global Talent, HR, and business leaders to design and implement fit-for-purpose talent lifecycle processes, ensuring strong business ownership, adoption, and alignment to workforce needs
• Lead, develop, and organize the Talent Management team, aligning resources to enterprise priorities and building capability across core talent domains
• Support enterprise and senior leadership talent discussions, providing insights on succession, pipeline health, engagement, and organizational effectiveness
• Monitor external talent management trends and emerging practices, bringing thought leadership to evaluate, prioritize, and selectively integrate innovations that enhance IDEX’s talent strategy and outcomes

• Adoption and effective utilization of enterprise talent management and engagement processes, tools, and standards
• Quality and usability of talent and engagement insights to inform senior leader decisions
• Strength of leadership pipeline and succession readiness for critical roles, including improved coverage and reduced time-to-ready
• Quality and consistency of talent decisions across business units (e.g., differentiation,…