Director Talent Management

Regeneron Pharmaceuticals•Sleepy Hollow, WY

2d•$183,100 - $305,200•Hybrid

About The Position

Build our future together: At Regeneron, we use science and innovation to develop life-changing medicines for people with serious diseases. We are seeking a Director, Talent Management to join our Talent Management Team. In this role we are looking for a bold, strategic talent leader to shape how Regeneron grows its people — globally, intentionally, and at scale. As the Director, Talent Management, you will architect the frameworks and programs that define how talent is onboarded and developed across our company. From leading the company-wide talent review process and translating data into decisions, to building a best-in-class career development philosophy and designing assimilation experiences that set people up to thrive from day one — your work will directly influence the capabilities and culture that power Regeneron’s mission for years to come. This is a rare opportunity to do consequential work — building the talent infrastructure of a fast-growing, science-driven company that is changing the lives of patients worldwide.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; a Master’s degree or relevant professional certification (e.g., SHRM-SCP, ATD, or equivalent) is strongly preferred.
10+ years of progressive experience in talent management, career development, or organizational effectiveness, including at least 5 years leading people or enterprise-wide programs in a complex, global organization.
Experience leading a team of Talent Management professionals.
Demonstrated success designing and scaling strategic career development and talent management programs, with a track record of driving measurable outcomes across multiple talent domains simultaneously.
Deep knowledge of HR principles and talent management frameworks, with the ability to connect people strategy to business strategy in a meaningful and credible way.
Exceptional communication, relationship-building, and executive presence skills, with the ability to influence and align stakeholders at all levels of the organization.
Strong analytical mindset with demonstrated experience using talent data and workforce trends to inform strategy, identify risks, and guide investment decisions.
Comfortable operating with ambiguity and agility in a fast-moving, science-driven environment — equally skilled at big-picture strategy and hands-on execution.

Nice To Haves

Experience with designing and building Workday Talent Optimization; specifically Workday Career Hub (Strongly preferred)

Responsibilities

Set the enterprise vision and strategy for career development — designing an integrated approach that spans early career pipelines, key talent acceleration, and long-term internal talent development, ensuring Regeneron always has the right capabilities ready for what’s next.
Own the company-wide talent review process for the global organization — leading end-to-end execution, building and managing a robust talent review data infrastructure, and translating outcomes and trends into actionable insights that surface leadership gaps, skill needs, and succession risks at the enterprise level.
Lead the strategy and continuous improvement of enterprise onboarding and assimilation programs that accelerate integration — ensuring every employee, from individual contributor to senior leader, enters Regeneron connected, informed, and ready to contribute from day one.
Build, lead, and continuously elevate Regeneron’s early career program — designing a cohesive, multi-program framework with the standards, experiences, and governance to consistently feed the organization’s most critical talent pipelines.
Partner with business leaders and managers to identify stretch assignments and development pathways for employees, and design the IDP tools and accountability structures that turn development plans into real, measurable growth experiences for employees at every level.
Champion internal mobility as a strategic priority — building the systems, frameworks, and cultural conditions that make it easy for employees to grow laterally and vertically, and leveraging stakeholder feedback, cross-functional partnerships, and technology to make opportunities visible and accessible across the global organization.
Establish a disciplined approach to measuring program effectiveness — tracking talent movement, development outcomes, and emerging workforce trends, and presenting clear, compelling insights to senior leadership that drive confident, data-driven decision-making and continuous improvement.
Cultivate trusted relationships with HR COEs and key stakeholders across the global business — partnering to diagnose talent and skill gaps, align on strategic development plans, and build the ongoing feedback loops that keep Regeneron’s talent initiatives innovative, relevant, and ahead of the curve.
Define and operationalize an enterprise skills framework (e.g., skills taxonomy, mapping to job profiles, governance, and maintenance approach) to support talent decisions, system enablement, and future skills-based initiatives.