Director, Global Talent Management

Whirlpool•Benton Harbor, MI

About The Position

The Director of Global Talent Management at Whirlpool is the strategic anchor of the HR ecosystem. Reporting to the VP, Organization & Talent - Center of Expertise (COE), this leader will drive the strategy, governance, and continuous improvement of all global talent management processes. As a skilled coach and mentor, they will develop a dedicated team, while acting as the bridge to other key HR functions—partnering with the Talent COE and Business HR to mitigate organizational risks, aligning with HR Operations for seamless program execution, and working with Talent Analytics to build data-driven strategies. This executive connects business priorities with people capabilities, balancing high-impact talent planning with practical execution. Ultimately, the successful candidate will have a significant impact on continuing to strengthen the company’s talent pipeline, building leaders for the future and guiding Whirlpool's global workforce through meaningful change.

Requirements

Bachelor’s degree in Human Resources, Psychology, Behavioral Sciences, Business, or a related field.
Minimum of 10 years of progressive HR experience, with at least 5 years strictly dedicated to talent management, workforce design, and learning & development.
Minimum of 3 years of direct people-leadership experience, managing and developing HR or Talent professionals.
Practical experience navigating and executing within a tier-based HR operating model.
A strong history of building and running complex talent programs from the ground up, backed by measurable data showing your success.
The ability to confidently present to, advise, and influence senior leadership, including the Chief Human Resources Officer and other top executives.
Experience working closely with data and technology teams to ensure HR information is accurate and to build clear, useful reports for company leaders.
Demonstrated success in taking big-picture corporate goals and turning them into practical, everyday plans that actually get done.

Nice To Haves

Master’s degree in Human Resources, Industrial-Organizational Psychology, Business Administration (MBA), or a related field.
Experience leading complex, global programs from initial design through to execution.
Experience designing an Executive Succession and Development Program.
Demonstrated success as an HR Business Partner.

Responsibilities

Design and build a comprehensive Executive Succession and Development Program in partnership with the Director of Learning & Leadership Development.
Drive tangible progress on strengthening enterprise succession pipelines, ensuring strong conversion rates.
Own design and oversight of global Performance Management, Employee Listening, Talent Assessment, and Succession Processes.
Establish continuous feedback loops to evaluate, adjust, and measure the success of annual processes to foster a high-performance culture.
Design, prepare, and deliver high-impact talent materials and insights for the Board of Directors (BoD) and Executive Committee (EC).
Mentor and develop a dedicated talent team by fostering a culture of ownership; aligning their capabilities and capacity toward high-impact strategic work.
Lead comprehensive change management strategies to ensure adoption of new talent initiatives globally.
Partner and align closely with Business HR (BHR) leaders to proactively identify and mitigate talent gaps and organizational risks.
Collaborate with Total Rewards, Talent Acquisition, Learning & Leadership Development, and HR Operations to optimize resource allocation and ensure consistent program delivery.
Partner directly with the Talent Analytics and HRIS team to ensure data accuracy, drive reporting improvements, and maintain fluency in core talent technologies to support enterprise decision-making.
Provide big-picture direction for global psychometric assessment and talent strategies, ensuring they directly support broader corporate objectives and priorities.
Manage the budget for the global talent management function, driving high-level vendor selection and governance to ensure maximum ROI on external partnerships.