Director, Talent Management

Labcorp • Durham, NC

9h

About The Position

Labcorp’s Enterprise Learning & Talent Development function is on a journey to modernize and build the systems, practices, and capabilities needed to meet the organization’s future talent demands. We are seeking a Director of Talent Management to help shape and advance our enterprise-wide talent strategies. Reporting to the Executive Director of Talent Strategy & Organization Development, this new role combines strategic vision with operational responsibility for Labcorp’s enterprise talent review and succession planning processes.
This is an ideal opportunity for a future‑focused builder who can translate business strategy into talent strategies and scalable processes that strengthen critical capabilities, expand talent pipelines, and prepare the company for its future workforce needs.

Requirements

• Bachelor’s degree in human resources, Organizational Development, Industrial/Organizational Psychology, Education, Business, or related field.
• 10-15 years of progressive experience in Talent Management, Organizational Development, Leadership Development, or related HR disciplines.
• Experience working in or with large, complex, matrixed organizations.
• Demonstrated expertise in enterprise talent reviews, succession planning, leadership assessment, and talent strategy.
• Experience building or leading talent management strategies at the senior level.
• Demonstrated success partnering with senior HR and business leaders, HR Business Partners, and COEs.
• Strong facilitation and communication skills, with the ability to distill complex information into clear, actionable recommendations.
• Proven ability to consult with senior leaders, facilitate complex discussions, and influence using a combination of data, business insight, and sound judgment.
• Experience working in Fortune 500 or global enterprises, particularly healthcare, life sciences, pharmaceutical, biotech, or related industries.
• Experience leading teams and managing budgets.
• Excellent communication, stakeholder management, and consulting skills.
• Experience managing or influencing large-scale talent or organizational initiatives requiring cross-functional alignment.
• Deep expertise in talent management with strong grounding in strategic workforce planning, talent assessments, succession management, and leadership pipeline development.
• Ability to translate business strategy into talent strategies, strategic plans, and scalable processes.
• Experience with approaches for identifying and developing high potential talent.
• Experienced in using data analytics, dashboards, assessment tools, and workforce insights.
• Strong project management, prioritization, continuous improvement, and vendor management skills.
• High emotional intelligence, interpersonal effectiveness, and commitment to inclusion.

Nice To Haves

• Master’s degree (OD, I/O Psychology, MBA, HR).
• SPHR/SHRM-SCP, coaching, change management, and/or assessment certifications.

Responsibilities

• Serve as a strategic advisor to senior HR and business leaders on the development and execution of Talent Management strategies, ensuring alignment with business goals and future-focused workforce requirements.
• Lead the development, implementation, and improvement of strategies, frameworks, and philosophies aligned to business objectives.
• Provide thought leadership on emerging trends in talent, workforce planning, talent pipeline development, succession, and internal mobility.
• Use data‑driven insights and internal/external benchmarking to shape recommendations and guide strategic decisions.
• Design, lead, and continuously improve the Enterprise-wide talent review and succession planning processes.
• Ensure consistent and rigorous talent assessment practices that provide visibility into leadership bench strength, critical roles, and succession risk.
• Develop toolkits, playbooks, and facilitate learning experiences (e.g., workshops, training, communities of practice, etc.) to enhance the HRBP community’s talent management capability.
• Facilitate senior-level talent discussions, synthesizing insights to drive enterprise action plans and leadership development strategies.
• Partner with senior HR Business Partners to ensure outcomes translate into targeted development plans for high-potential and succession candidates.
• Identify enterprise-critical capabilities and talent segments essential to the company’s long‑term strategy.
• Drive forward-looking initiatives related to future skills, talent forecasting, and organizational capability-building.
• Develop the Enterprise leadership pipeline strategy and approach to identifying and cultivating high potential talent (e.g. assessment, on the job experiences, and readiness pathways, etc.).
• Create the conditions for understanding and sustainable change by facilitating complex discussions and applying business insight, talent expertise, consulting and change management principles to address diverse stakeholder needs.
• Consult with senior HR and business leaders on talent strategy, organizational capability, and succession risk mitigation.
• Lead a collaborative effort across HR COEs, operations, and business partnering to ensure an integrated talent ecosystem.
• Work with the People Analytics team on talent analytics, and insights that inform strategic talent decisions and pipeline gaps.
• Partner with HR Technology teams to leverage systems and tools that enable scalable, high-quality talent processes.
• Prepare materials, insights, and recommendations for senior leadership.

Benefits

• Employees regularly scheduled to work 20 or more hours per week are eligible for comprehensive benefits including: Medical, Dental, Vision, Life, STD/LTD, 401(k), Paid Time Off (PTO) or Flexible Time Off (FTO), Tuition Reimbursement and Employee Stock Purchase Plan.
• Casual, PRN & Part Time employees regularly scheduled to work less than 20 hours are eligible to participate in the 401(k) Plan only.

What This Job Offers

• Job Type: Full-time
• Career Level: Director