Director, Global Talent Management & Transformation

Servco•Honolulu, HI

About The Position

Servco is seeking a visionary and execution-oriented Director, Global Talent Management & Transformation to help shape how our workforce evolves in an AI-enabled world. Reporting directly to the Chief People Officer, this role will drive enterprise-wide workforce transformation initiatives, including the design and adoption of AI-enabled and agentic AI ways of working, while building the talent, leadership, and succession strategies that will power Servco's future growth. As a trusted strategic partner to senior executives, you will lead complex organizational change efforts, oversee critical HR transformation initiatives, and establish a world-class executive talent management and succession planning framework across the enterprise. This role requires a unique blend of strategic thinking, change leadership, program management discipline, and a genuine passion for how emerging technologies are reshaping work. If you thrive in fast-moving environments, enjoy solving complex organizational challenges, and are energized by the opportunity to influence enterprise strategy at the highest levels, this is an opportunity to make a lasting impact on the future of Servco and its people.

Requirements

Bachelor's degree preferred
Master's degree or MBA with focus on Organizational Development, HR Strategy, or related discipline preferred.
10+ years of progressive HR experience with demonstrated depth in at least two of the following: talent management and succession planning, organizational change and transformation, HR strategy, or enterprise program leadership.
Direct experience supporting a CHRO or CPO as a senior thought partner in a chief of staff, senior HR strategy lead, or equivalent capacity with exposure to executive and sensitive organizational matters.
Demonstrated experience designing and running executive level succession planning or talent review processes.
Experience leading or playing a senior role owning and driving the change effort for large-scale organizational transformations.
Experience leading AI or technology-related workforce initiatives.
Demonstrated track record of rapidly building fluency in new and emerging domains; comfort moving into unfamiliar territory with urgency and curiosity.
Executive presence and comfort operating at the most senior levels of an organization including with the CEO and board with the judgment those settings require.
Ability to hold complexity without losing clarity, managing multiple interconnected workstreams and producing a coherent, honest picture of progress and risk.
Ability to translate strategy into execution, designing frameworks, and maintaining the accountability systems that make change real.
Clear, direct communication — producing materials for the CPO, CEO, and board.
Deep curiosity about and working fluency with AI tools and agentic AI applications as a genuine area of passion and ongoing development. This person actively seeks out new AI capabilities, understands how they can reshape work and the workforce, and brings that perspective credibly into conversations with business leaders, consultants, and technical specialists.
SHRM-SCP, SPHR, or equivalent senior HR certification preferred.
Change management certification (Prosci, CCMP, or equivalent) preferred.

Nice To Haves

Experience in complex, multi-entity, family-owned, or operationally intensive organizations is a strong plus.
Background in management consulting, organizational effectiveness, or HR transformation is a meaningful differentiator.

Responsibilities

Design, own, and manage a comprehensive, fully activated approach for transitioning Servco's workforce to AI-enabled and agentic AI ways of working.
Develop and execute a clear, integrated change management strategy for the AI workforce transformation, enabling leaders and employees to understand, adopt, and sustain AI-enabled work.
Actively track, integrate, and drive HR transformation workstreams beyond the AI workforce transformation under program management.
Build and operationalize a structured, rigorous talent management and succession planning capability for executive leadership roles across the enterprise.
Activate and track talent strategies for high-potential identification, executive bench development, and distribution leadership pipeline.