Director, Talent Management

Director of Talent Management

Leading a small team of HR Business Partners, this individual operates as a player‑coach: personally building and launching key talent programs in year one while developing the team’s capability to sustain and scale them over time. The right candidate brings sharp business acumen, comfort with ambiguity, and a track record of driving HR transformation in growth‑stage or PE‑backed environments—where building without large CoE support and moving fast are the norm.

Living in PA, NJ, NY is a must. Regular visits to our Philadelphia office are required.

• Serve as a trusted advisor to senior leaders, driving talent strategy, organizational effectiveness, and business‑aligned people decisions.
• Translate business priorities into HR initiatives with clear, measurable outcomes and visible impact.
• Partner with leadership on talent retention, engagement, and performance acceleration.
• Operate with senior HR visibility—participating in leadership forums and bringing people insights to business discussions with credibility.
• Serve as a senior escalation point, providing timely judgment on complex people matters and cross‑functional HR topics.

• Lead the design and implementation of evolved performance management practices that drive accountability, growth, and differentiated rewards.
• Personally build initial frameworks, tools, and calibration processes—including talent assessment approaches—and then scale them through the HRBP team.
• Partner with leadership to reinforce a pay‑for‑performance culture, ensuring clear linkage between outcomes and rewards.
• Support development and upskilling initiatives in partnership with relevant internal stakeholders.

• Lead organizational design efforts including role clarity, career pathing, leveling frameworks, and workforce planning.
• Embed scalable job architecture: leveling structures, career ladders, and role definitions aligned to growth and operating model needs.
• Translate business strategy into practical org design decisions around spans, layers, and capability requirements.

• Advise leadership on pay decisions—promotions, merit, and off‑cycle adjustments—aligned to performance and internal equity principles.
• Partner with People & Culture team members on rewards philosophy and differentiated pay practices.

• Design and implement scalable HRBP processes that improve consistency, transparency, and impact, balancing rigor with speed.
• Drive operational rhythms across talent programs: performance cycles, calibration, and workforce planning.
• Establish a cadence of business reviews using talent data and insights to help leaders plan proactively for their people needs.

• Lead and support change initiatives, ensuring adoption of new talent practices and ways of working.
• Develop communication and change strategies that drive clarity and buy‑in with impacted stakeholders.
• Identify organizational friction points and proactively drive improvements.

• Lead, coach, and develop a small, high‑performing HRBP team with clear expectations for strategic partnership and execution quality.
• Foster a culture of accountability, pragmatic problem‑solving, and continuous improvement.
• Serve as the senior decision‑maker on escalated employee relations matters, ensuring high‑quality, timely support for the business.

• 8–12 years of progressive HR experience, including HRBP leadership in growth‑stage, PE‑backed, or scaling technology or SaaS organizations.
• Demonstrated track record of personally building and operationalizing HR programs—performance management, talent calibration, job architecture—in environments without large Centers of Excellence support.
• Experience managing or mentoring HRBPs or HR generalists; comfort leading a small team while remaining hands‑on.
• Strong business acumen with the ability to influence senior leaders credibly and effectively.
• Experience facilitating talent assessment and calibration processes (e.g., 9‑box or equivalent).
• Demonstrated ability to drive organizational change…