Director, Talent Management

Labcorp • Durham, NC

1d

About The Position

Labcorp is seeking a Director in Talent Management in the Raleigh/Durham, North Carolina area. Duties & Responsibilities: Talent Strategy & Advisory 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. Enterprise Talent Review & Succession Planning 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. Leadership Pipeline & Future Capabilities 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.). Stakeholder Engagement & Cross-Functional Collaboration 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. Data Insights & Reporting 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. 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