Director, Talent Management

Labcorp•Durham, NC

1d•Remote

About The Position

Labcorp is seeking a remote Director of Talent Management. Labcorp’s Enterprise Learning & Talent Development function is on a journey to 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 our enterprise-wide talent management approach. Reporting to the Executive Director of Talent Management & Organization Development, this new role will be a key partner and thought leader with strategic and operational responsibility for Labcorp’s enterprise talent review and succession planning processes. This is an ideal opportunity for a future-focused builder who can partner across the HR function to 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 or Business
10 or more years of progressive experience in Talent Management, Organizational Development, Leadership Development, or related HR disciplines.
5 or more years of experience working in or with large, complex, matrixed organizations.
5 or more years of demonstrated expertise in enterprise talent reviews, succession planning, leadership assessment, and talent strategy.
Demonstrated success partnering with senior HR and business leaders, HR Business Partners, and COEs.
Strong consulting, facilitation, and stakeholder management capability, with a demonstrated ability to influence senior leaders through clear communication, data-informed insights, and sound business judgment.
Deep expertise in enterprise talent management, including strategic workforce planning, talent assessment, succession and leadership pipeline development, and proven approaches for identifying and developing high‑potential talent.
Ability to translate business strategy and complex issues into talent strategies, strategic plans, scalable processes, and actionable recommendations.
Experienced in 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.
5 or more years of experience working in Fortune 500 or global enterprises, particularly healthcare, life sciences, pharmaceutical, biotech industries.
1 or more years of experience with WorkDay

Responsibilities

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.
Partner with senior HR Business Partners to ensure outcomes translate into targeted development plans for high-potential and succession candidates.
May be asked to facilitate senior-level talent discussions, synthesizing insights to drive enterprise action plans and leadership development strategies.
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.).
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.
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.
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.
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.
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.
Work with the People Analytics team on talent analytics, and insights that inform strategic talent decisions and pipeline gaps.
Partner with our HR Technology team to leverage Workday and related tools to enable scalable, high-quality talent processes.
Prepare materials, insights, and recommendations for senior leadership.