Director, Talent Management

Amentum•Richmond, VA

1d•$200,000 - $225,000•Remote

About The Position

The Director of Talent Management is responsible for designing, leading, and continuously improving the company’s enterprise talent management strategy. This role oversees succession planning, leadership development, and resulting employee development programs to ensure a strong, ready pipeline of leaders and critical talent aligned to business strategy, program execution, and long-term growth. The Director partners closely with executive leadership, HR Business Partners, and functional and business leaders to embed talent management practices into operating rhythms and workforce planning processes. This role is a US-Remote-Telework opportunity. US Citizenship is required.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field.
8–12 years of progressive HR experience, with significant experience in talent management, succession planning, and leadership development.
Proven experience designing and leading enterprise-level talent programs.
Strong facilitation, consulting, and executive communication skills.
Experience working with senior leaders in complex, matrixed organizations.
US Citizenship is required.
This role is approved for remote-telework, you must live and work within the US.

Nice To Haves

Master’s degree or relevant certifications (e.g., SPHR, SHRM-SCP).
Experience in defense, government services, or other highly regulated environments.
Experience supporting cleared or mission-critical workforces.
Familiarity with talent assessment tools, leadership models, and learning platforms.

Responsibilities

Succession Planning Lead the enterprise succession planning framework for executive, senior leadership, and mission-critical roles. Facilitate annual and multi-year succession reviews with the executive team and business leaders. Assess readiness, risk, and development needs for key successors, track bench strength and gaps. Partner with HRBPs and leaders to integrate succession outcomes into development plans and staffing decisions.
Talent Management & Performance Own the talent review and assessment process, including identification of high-potential and critical talent. Design and manage enterprise talent programs (e.g., HiPo identification, accelerated development, internal mobility). Ensure talent management processes align with performance management and workforce planning. Use data and analytics to evaluate talent health, retention risk, and pipeline strength.
Stakeholder Partnership Serve as a trusted advisor to senior leaders on talent strategy, readiness, and development investments. Collaborate with Talent Acquisition to align external hiring with internal pipeline and succession needs. Partner with HR Operations, Total Rewards, and DEI (if applicable) to ensure integrated talent practices. Support change management and adoption of talent initiatives across the enterprise.
Governance, Reporting & Continuous Improvement Establish governance, standards, and tools for talent management processes. Develop and present talent metrics, dashboards, and insights to senior leadership. Continuously benchmark and improve talent programs based on business outcomes and best practices. Ensure compliance with applicable policies, regulations, and internal controls.