Senior Director, Talent Development

About Us

One team. Global challenges. Infinite opportunities. At Viasat, we’re on a mission to deliver connections with the capacity to change the world. For more than 35 years, Viasat has helped shape how consumers, businesses, governments and militaries around the globe communicate. We’re looking for people who think big, act fearlessly, and create an inclusive environment that drives positive impact to join our team.

The Sr Director, Talent & Performance Development will shape and deliver the enterprise-wide approach to talent management, leadership development, performance and development. This individual will ensure the organization has sustainable pipelines of critical talent, effective and efficient performance processes, and impactful development programs. Operating with a high degree of project management rigor and stakeholder engagement, the leader will drive alignment of talent and learning practices to business strategy and implement large‑scale Talent programs across the company, enabling leaders and employees to grow and perform at their best.

This leader ensures the organization has sustainable pipelines of critical talent, effective and efficient performance processes, and impactful development experiences that enable business success and organizational capability growth. Operating through and with their team, this role brings strong project management discipline, stakeholder engagement, and change leadership to drive the design, implementation, and continuous improvement of enterprise talent programs. The leader partners closely with business and HR stakeholders to align talent practices with strategic priorities, ensuring leaders and employees have the tools, insights, and experiences needed to perform and grow at their best.

As the product owner, this role is responsible for defining and executing the talent technology and AI roadmap. The leader proactively identifies emerging technologies and opportunities to leverage artificial intelligence, automation, and data-driven insights to modernize talent products, simplify processes, improve decision-making, and enhance the employee and manager experience. By focusing human effort on high-value activities and automating transactional and administrative work where appropriate, this role ensures talent programs remain scalable, efficient, innovative, and future-ready while delivering measurable business value.

Key areas of accountability include talent management, succession planning, performance management, leadership development, learning strategy, and the continuous evolution of AI-enabled talent products and processes.

• Talent Portfolio Management
• Ensure the development and execution of the Talent Roadmap, including acting as the product owner for the Performance, Development and Reward (PDR) cycle, working to continuously improve and embed the process globally – partnering with Reward colleagues for their input and expertise.
• Oversee the Talent Review process, succession planning, high-potential and critical roles identification, and individual development planning.
• Define, implement and embed career pathing and pipeline strategies.
• Management of a matrix relationship with the Talent Partners (who report to PCBPs), maintaining a relationship with them to drive consistency of approach to Talent Management activity.
• Partner closely with Executive Talent COE as an extension of the overall Talent Portfolio strategy and processes.
• Leadership Development Programs
• Design and deliver leadership development initiatives and online resource libraries, including Role of the People Leader and cohort programs.
• Maintain and evolve the Leader Competency Framework, whereby it initially serves as an aspirational standard, evolving to become a standard against which leaders are developed, recruited and performance managed.
• Create development experiences to accelerate the growth of current and future leaders, prioritizing the areas with the biggest opportunity to optimize performance against organizational priorities.
• Learning and Development Programs
• Lead enterprise learning demand planning to identify organizational priorities…