Director of Talent Development & Agentic Learning

Austin TX•Manor, TX

About The Position

Join UCT and be part of the fastest-growing sector in the world ! We indirectly touch every semiconductor chip that goes into every smartphone, smart car, and device that uses artificial intelligence.â¯This is a critical time for the semiconductor industry and for UCT - as technology evolves, we evolve with it. UCT is a diverse workplace where every talented employee is committed to continuous innovation, challenging the status quo and exceeding customer expectations. If you are a person with a relentless drive to succeed, a strong focus on quality with a passion for success – join us today! â¯ UCT is looking for a talented Director of Talent Development & Agentic Learning to join us in Austin, TX or Phoenix, AZ! The Global Director of Talent Development and Agentic Learning is the strategic visionary for UCT’s long-term human capital health. You will act as a high-level advisor to the C-suite, ensuring our workforce strategy is perfectly aligned with our 3-to-5-year business objectives. Your goal is to ensure that as UCT scales, our leadership pipeline is deep, our culture is highly performing, and UCT’s talent remains a competitive advantage. This is done through close collaboration with the Global HR Business Partner (HRBP) team, leading a small but mighty Global Talent Development team, leveraging the learning tech stack supplemented though agentic learning. You will also possess a forward-thinking mindset, an appreciation for the transformative potential of AI and automation, and a passion for creating impactful programs that empower employees and position the organization for long-term growth.

Requirements

Skills: Succession Planning & Pipeline Mapping.
Exceptional Presentation, Teaching and Facilitation.
Executive Coaching.
Data Translation and Interpretation.
Vendor Management & Contract Negotiation.
Knowledge: Organizational Development Strategic Talent Technology – LMS, LXP, HCM, AI Adult Learning Theory (Advanced)
Abilities: Executive Presence: The ability to command a room of C-suite executives and present to the Board of Directors with confidence and clarity.
Systems Thinking Change Management Agility Ethical Judgment
Experience: 10–12+ years in Talent Development, HR Strategy, or Management Consulting, with a proven track record of leading the talent function in a global or high-growth environment.
Education: Master’s degree in Industrial-Organizational Psychology, Organization Development, Workforce Development, MBA, or equivalent and relevant experience.
Executive Presence: Deep experience presenting to and influencing, senior leadership, C-level executives and Board of Directors.
Change Management: Proven ability to lead organizations through significant transformations, such as mergers, acquisitions, or rapid scaling.
Tech & Application Expertise: Proven experience in the strategic oversight and vendor management of enterprise-level LMS/LXP platforms and/or relevant HCM applications. SAP SuccessFactors and SkillSoft Percipio or similar systems required.
Travel: Up to 25%+ travel, international and domestic US.

Responsibilities

Enterprise Talent Strategy Talent Roadmap: Create and own the multi-year vision for talent, identifying the skills and capabilities the organization will need years before they are required.
Organizational Design: Partner with executive leadership and the HRBP team to identify how the company must evolve structurally to support global expansion or new business units.
Culture Stewardship: Define and embed the core behaviors that drive our high-performance culture across all global regions.
Succession Planning & Key Leadership Readiness C-Suite & VP Pipeline: Lead the formal succession review process for the CHRO and the Executive Leadership Team, identifying "Key-Person Risks" and preparing the next generation of executives.
Executive Coaching: Provide or source high-level coaching for senior leaders to improve emotional intelligence, strategic thinking, and change management capabilities.
Leadership Competency: Establish universal standards for what "Leadership" looks like at UCT to ensure consistency in how leaders are assessed and promoted.
Internal Mobility & Talent Marketplaces Career Ecosystems: Design the systems that allow for fluid "Talent Marketplaces," enabling high performers to move across departments to expand their skill sets and improve retention.
Diversity & Equity: Partner with HRBs and Leadership to ensure that development pathways are inclusive by design, removing systemic bias from promotion and high-potential identification processes.
Fiscal Strategy & People Analytics Budget Oversight: Manage the global Talent Development budget, ensuring a high ROI on investments in people, tech and external partnerships.
Data-Driven Insights: Use predictive analytics to monitor "Regrettable Attrition" and talent readiness, presenting regular "Talent Health" reports to the CHRO and C-Suite.
Talent Tech & Analytics LMS Ownership: Act as the primary owner of our Learning Management System (LMS), and/or relevant Human Capital Management (HCM) modules to ensuring high engagement and clean data integration with HRIS.
ROI Tracking: Measure the effectiveness of all programs through the Kirkpatrick Model (Reaction, Learning, Behavior, and Results).
Artificial Learning: Identify, and collaborate with Information Technology, HRIS and L&OD teams to design and implement AI robots and agents.
Change Management and Communications Change Management: Drive global change management using influence to coordinate positive cultural and programmatic development.
Communications: Develop close relationship with Corporate Communications to support change and program initiatives.