Director - Talent Management

IDEX•Northbrook, IL

6d•Hybrid

About The Position

Reporting to the Vice President, Global Talent, the Director, Talent Management will lead IDEX’s enterprise talent management strategy to develop, engage, and retain top talent in support of business growth. This role is central to building a high-performing organization by strengthening leadership pipeline, employee engagement, and the quality and consistency of talent decisions across the enterprise. This leader serves as the architect and owner of IDEX’s integrated enterprise talent management system and operating rhythm, ensuring alignment across performance management, succession, development, engagement, and internal mobility to drive workforce capability and business performance. A key focus is evolving IDEX’s talent management approach into a scalable, enterprise-wide, data-driven system enabled by modern technology that: Establishes clear enterprise talent standards, governance, and operating rhythms Improves the quality, consistency, and transparency of talent and development decisions Strengthens succession planning and pipeline depth for critical roles Advances employee engagement and listening through surveys, insights, and action planning Builds a high-performing Talent Management team equipped to deliver strategic, data-driven outcomes This role leads the design, implementation, and continuous improvement of enterprise talent practices, partnering with HR and business leaders to design practical, fit-for-purpose talent solutions that strengthen leadership capability and organizational effectiveness. This position is based in Northbrook, Illinois at IDEX Corporate Headquarters, with a hybrid schedule (three days per week in office).

Requirements

Bachelor’s degree required; advanced degree in Human Resources, Industrial & Organizational Psychology, Business Administration, or related field preferred
10+ years of progressive experience in Talent Management, Organizational Development, Leadership Development, or broader HR leadership roles
Demonstrated experience leading Talent Management in a complex, decentralized or matrixed organization, including standardizing enterprise processes while balancing business needs
Strong expertise in succession planning, talent reviews, leadership assessment, performance management, and employee engagement
Proven experience designing and implementing talent strategies, operating models, and metrics that improve leadership pipeline strength, engagement, development outcomes, and internal mobility
Experience leveraging talent technology, survey platforms, and analytics to drive decisions and improvements
Experience ensuring fair, consistent, and compliant talent practices, including governance of performance, succession, and assessment processes across regions
Demonstrated ability to build or transform enterprise talent management functions, including scaling across global or decentralized organizations
Prior experience leading a Talent Management team, including setting priorities, managing performance, and building capability
Strategic thinker who translates business and talent needs into actionable talent management strategies
Proven change leader who can operate effectively in a decentralized, matrixed environment
Ability to influence without authority to drive enterprise standardization while effectively navigating when and how to tailor solutions for specific businesses or talent segments
Strong program management capability; able to manage multiple enterprise initiatives simultaneously
Analytical and data-driven; uses insights to inform decisions and improve outcomes
Clear, concise communicator with executive presence; influences senior leaders and HR partners
Collaborative, low-ego approach; builds trust and strong relationships across functions
Process-oriented with a continuous improvement mindset; simplifies and standardizes where appropriate
Strong external perspective with the ability to translate market trends into practical, value-added talent solutions
High integrity and judgment with a commitment to fairness, consistency, and confidentiality
Ability to operate as both an enterprise architect and pragmatic business partner

Nice To Haves

Industrial, manufacturing, or complex B2B environment experience preferred

Responsibilities

Own and evolve IDEX’s integrated enterprise talent management system, aligning performance, succession, leadership development, engagement, internal mobility, and workforce capability into a cohesive, scalable model
Define and lead the enterprise talent operating cadence, including talent reviews, succession cycles, performance processes, and engagement rhythms, ensuring consistency, adoption, and impact across business units
Establish enterprise talent standards, governance, and frameworks, using influence to drive adoption while intentionally defining where differentiation is required to meet business unit and workforce segment needs
Lead enterprise succession planning and talent review processes, including readiness assessments, pipeline analysis, and development planning to strengthen bench strength for critical roles
Define and advance the talent data, analytics, and technology strategy, including system roadmap, vendor partnerships, and digital-first tools that improve decision quality, transparency, and user experience
Design and continuously improve core talent frameworks and tools (e.g., talent reviews, role profiles, career pathing) to clarify critical roles, differentiate performance and potential, and enable targeted development
Own the employee engagement and listening strategy, including survey design, insights, and action planning to improve organizational health and leader accountability
Partner with Global Talent, HR, and business leaders to design and implement fit-for-purpose talent lifecycle processes, ensuring strong business ownership, adoption, and alignment to workforce needs
Lead, develop, and organize the Talent Management team, aligning resources to enterprise priorities and building capability across core talent domains
Support enterprise and senior leadership talent discussions, providing insights on succession, pipeline health, engagement, and organizational effectiveness
Monitor external talent management trends and emerging practices, bringing thought leadership to evaluate, prioritize, and selectively integrate innovations that enhance IDEX’s talent strategy and outcomes