Director, Talent Effectiveness

International Justice Mission•Columbia, VA

1d•Hybrid

About The Position

International Justice Mission (IJM) is seeking a Director, Talent Effectiveness to provide strategic leadership for IJM’s talent portfolio. This role is responsible for building a cohesive talent effectiveness strategy that connects employee entry, development, feedback, and performance into an integrated system to strengthen employee effectiveness, manager capability, retention, and organizational performance. The Director leads the design, integration, and continuous improvement of talent effectiveness programs, processes, and measures across the employee lifecycle. The role partners closely with Regional HR Business Partners and senior leaders to ensure talent effectiveness work is strategically aligned, scalable, data-informed, and operationally strong. This position is hybrid (onsite Tuesdays & Thursdays) if located in the Washington, DC area or remote for non-local candidates. It reports to the Vice President, Talent Pipeline and Development and is only available for candidates with the right to work in the US.

Requirements

Bachelor’s degree or equivalent experience required
8–10 years of progressive experience in talent development, organizational development, employee engagement, performance management, or related fields, including experience in a global or matrixed environment.
Demonstrated experience leading an integrated portfolio of enterprise talent programs, aligning onboarding, engagement, learning, leadership development, and performance management to organizational strategy.
Proven track record of using people data and employee lifecycle insights (e.g., engagement, performance, retention, onboarding feedback) to inform talent strategy, drive decisions, and measure impact.
Experience designing and implementing scalable frameworks, governance, and operating rhythms for talent programs across multiple regions or functions.
Experience partnering with senior leaders and HR business partners to drive adoption, change management, and accountability for talent practices.
Strong analytical skills, including the ability to interpret people data (e.g., engagement, performance, retention, onboarding feedback) and derive insights.
Demonstrated strategic planning and program leadership skills, with experience designing and managing complex talent initiatives.
Ability to translate qualitative and quantitative feedback into clear talent strategies, implementation plans, and operational rhythms.
Experience with employee engagement, learning, onboarding, or performance management systems preferred.
Experience working with HRIS platforms; Workday HRIS experience is strongly preferred.
Comfort working with dashboards, analytics tools, and reporting to support leadership decision-making and change management.
Mature orthodox Christian faith
Ability to meet deadlines with little supervision
Candidate selection is based on technical competence, recruitment, selection and hiring criteria subject to assessing the candidates value congruence and thorough background, police clearance, and reference check processes.
IJM requires a background check, police clearance and thorough review of references with an employment offer and/or employment contract.

Nice To Haves

Advanced degree in HR, Organizational Development, Industrial/Organizational Psychology, or a related field preferred.
Eager commitment to IJM's Core Values: Christian, Professional and Bridge-Building
Highly adaptive and able to reprioritize at a moment’s notice
Humble and resilient
Pursues excellence
Culturally aware and appreciative of difference
Strong service ethic
Innovative problem solver
Ability to build trust and strong partnerships with others
Self-accountable
Courageous in pursuing opportunities and challenges
Tenacious in achieving goals
Professional

Responsibilities

Lead and integrate IJM’s talent effectiveness portfolio across onboarding, orientation, employee engagement, training and development, and performance management.
Build a cohesive strategy that connects employee lifecycle data and insights into actionable talent interventions and organizational improvements.
Partner with the Vice President, Talent Pipeline & Development to align talent effectiveness priorities with IJM’s broader people strategy and organizational goals.
Oversee strategy and continuous improvement for onboarding and orientation programs to improve readiness and time to productivity.
Ensure training and development offerings are aligned with capability priorities, employee needs, and business outcomes.
Promote consistency, quality, and scalability across learning and onboarding experiences.
Translate employee engagement insights into targeted action plans, leader support, and measurable follow-through.
Use feedback and talent data to identify themes, risks, and opportunities related to manager effectiveness, employee experience, and retention.
Support stronger organizational effectiveness through integrated use of talent processes and data.
Provide strategic leadership for performance management and Annual Performance Review processes as part of the broader talent effectiveness portfolio.
Ensure performance insights inform manager development, learning priorities, and capability-building efforts.
Strengthen manager accountability and consistency through tools, frameworks, and enablement resources.
Establish standards, governance, metrics, compliance practices, and vendor oversight across the talent effectiveness portfolio.
Lead continuous improvement efforts and ensure programs are measured for quality, consistency, and impact.
Oversee assigned team members and resources supporting the portfolio.
Partner closely with Regional HR Business Partners, Global People Support leaders, and senior leaders globally to ensure strong adoption and alignment.
Serve as a strategic thought partner on employee effectiveness, manager quality, and talent lifecycle integration.
Build trusted relationships that support execution, influence, and follow-through across the organization.