Director, Talent Management Strategy & Analytics
About The Position
The Director of Talent Management Strategy, Process & Analytics is responsible for designing, executing, and continuously improving enterprise talent management programs that enable organizational capability, leadership readiness, and workforce engagement. This role provides strategic leadership and hands-on oversight across early career and university programs, succession planning, learning and development, performance management, employee engagement, and talent analytics.The Director partners closely with HR Business Partners, business leaders, and regional HR teams to deliver scalable, data-informed talent solutions aligned to global and regional business priorities. This role requires strong project management discipline, adaptability in fast-changing environments, and the ability to manage complex vendor relationships while ensuring program quality, equity, and impact.
Requirements
- Bachelor's degree required, preferably in Organizational Development, Business or a related field.
- 8+ years of progressive experience in talent management, organizational development, or related HR disciplines.
- Demonstrated experience designing and delivering enterprise talent programs with measurable impact.
- Strong project management skills with the ability to manage multiple, shifting priorities in a fast-paced environment.
- Experience managing vendor relationships, contracts, and budgets.
- Proven ability to use talent data and analytics to drive insights and influence decisions.
- Strong stakeholder management, communication, and facilitation skills across senior and global audiences.
- Strategic thinking with executional discipline
- Data-driven decision making
- Change agility and adaptability
- Influence without authority
- Global and cultural awareness
- Program design and operational excellence
Nice To Haves
- Master's degree preferred.
Responsibilities
- Define and lead the enterprise talent management strategy across the talent lifecycle, ensuring alignment with business goals, workforce plans, and leadership capability needs.
- Establish consistent frameworks, processes, and governance models while allowing flexibility for regional and business-specific requirements.
- Serve as a trusted advisor to HR and business leaders on talent risks,opportunities, and priorities.
- Design, scale, and manage early career, internship, and university recruiting and development programs to build sustainable talent pipelines.
- Partner with Talent Acquisition, business leaders, and academic institutions to align programs with future skills and workforce needs.
- Oversee program experience, rotations, development milestones, and conversion strategies.
- Lead the design and execution of enterprise succession planning and talent review processes.
- Partner with HR Business Partners and leaders to identify critical roles, assess readiness, and develop targeted development actions.
- Drive continuous improvement of performance management processes to reinforce accountability, development, and engagement.
- Provide strategic oversight for leadership and professional development programs aligned to organizational priorities and capability gaps.
- Partner with Learning, HR, and business leaders to ensure programs are practical, scalable, and measurable.
- Evaluate learning effectiveness and adjust strategies based on outcomes and business needs.
- Support enterprise engagement strategies through talent programs that strengthen leadership effectiveness, career growth, and inclusion.
- Analyze engagement insights and partner with HR leaders to inform action planning and capability building.
- Lead the development and use of talent analytics, dashboards, and metrics to inform decision-making across talent management.
- Translate data into clear insights related to succession strength, leadership readiness, program effectiveness, and workforce trends.
- Ensure data integrity, consistency, and storytelling that resonates with executive and business audiences
- Lead complex, cross-functional talent initiatives using strong project management and change management practices.
- Manage external vendors, consultants, and contracts to ensure quality delivery, cost effectiveness, and alignment with strategic objectives.
- Monitor program outcomes, risks, timelines, and budgets, adjusting as priorities evolve
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What This Job Offers
Job Type
Full-time
Career Level
Manager
