Head, Global Talent, Learning and Performance

Head, Global Talent, Learning and Performance

Position Summary

The Head, Global Talent, Learning and Performance will shape and lead an integrated global strategy for talent management, learning, leadership development and performance. The role translates business priorities into practical, scalable programs that strengthen leadership capability, build critical skills and create a sustainable internal talent pipeline.

This leader will serve as both a strategic advisor and a hands‑on program owner, partnering with executives, business leaders, HR Business Partners and subject‑matter experts across a complex, multi‑region organization.

Key Responsibilities

Talent Management and Succession

Lead the global approach to talent reviews, succession planning, high‑potential identification and development.

Establish consistent methods for identifying critical roles, talent risks, successor readiness and development priorities.

Facilitate talent review and calibration discussions, supporting sound and transparent talent decisions.

Build career pathways, internal mobility strategies and development plans for priority talent and leadership groups.

Learning and Capability Development

Develop and execute a global learning strategy aligned with business priorities and capability gaps.

Create scalable technical, functional, leadership and operational learning frameworks and academies.

Partner with internal experts to convert business knowledge into effective curricula, learning pathways and development programs.

Oversee leadership development for people managers, emerging leaders and senior leaders.

Evaluate learning platforms, technologies and external partners, and measure learning application and business impact.

Performance and Leadership Development

Own and continuously improve the global performance management framework and annual cycle, including goal setting, reviews, calibration and development planning.

Strengthen manager capability in goal setting, feedback, performance conversations and employee development.

Design leadership development journeys across career levels, supported by assessment, coaching and targeted development where appropriate.

Integrate performance, talent, succession, development and reward practices to support consistent people decisions.

Analytics, Governance and Program Delivery

Develop dashboards and insights covering succession, critical‑role risk, internal mobility, development activity, learning effectiveness, leadership impact and performance trends.

Use data to guide talent decisions and evaluate the return on major talent and learning investments.

Establish global standards, governance and documentation while allowing for appropriate regional requirements.

Lead major initiatives through clear project plans, budgets, timelines, stakeholder communication and change management.

Manage external vendors and identify opportunities to simplify, digitize and automate talent and learning processes.

Business and HR Partnership

Partner with business leaders and HR teams to diagnose organizational and capability needs and translate them into practical solutions.

Advise leaders on talent development, organizational capability and leadership effectiveness.

Collaborate across HR disciplines to deliver an integrated employee experience and build strong relationships across regions and functions.

Qualifications and Experience

Required

Bachelor’s degree in Human Resources, Business, Organizational Psychology, Education or a related field.

Approximately 8 to 12 years of progressive experience in talent management, learning and development, performance management, organizational development or a related HR discipline.

Demonstrated success designing and implementing enterprise‑wide or global talent programs.

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