Director, Talent Practices (Hybrid - Acton, MA)

Insulet Corporation•Acton, MA

4d•$161,800 - $242,650•Hybrid

About The Position

The Director, Talent Practices is a global leadership role responsible for shaping and advancing Insulet’s enterprise talent practices so leaders can make better talent decisions, employees can grow, and the organization can build the leadership and workforce capabilities needed for future growth. Reporting to the VP, Global Talent Management and serving on the Talent Center of Excellence Leadership Team, this leader sets the strategy, governance, and operating model for core talent practices across the employee lifecycle. The portfolio includes succession planning, talent reviews and calibration, leadership readiness, performance management, career pathing and internal mobility, University Relations and early career talent, talent analytics and workforce insights, talent technology and AI enablement, and executive talent reviews. The role partners with senior business leaders, HR Business Partners, and Talent COE colleagues to translate business priorities into integrated, scalable practices, strengthen the quality and consistency of talent decisions, simplify processes, and improve the employee and leader experience. The role leads and develops the Talent Practices team, advises senior leaders on talent priorities and risks, partners across the Talent COE, and oversees selected external partners and vendors. The successful candidate brings enterprise talent expertise, executive influence, business judgment, and disciplined execution, using data and technology thoughtfully to deliver measurable impact. This position is eligible for hybrid working arrangements and requires on-site work from an Insulet office.

Requirements

12 or more years of progressive experience in talent management, succession, performance management, career development, early career talent, organizational effectiveness, HR strategy, or related disciplines, with scope commensurate with level.
Significant experience designing and leading enterprise talent practices in a complex, global, matrixed organization.
Demonstrated experience partnering with senior executives and HR leaders on succession, talent reviews, performance, and critical talent decisions.
Strong command of talent strategy, succession planning, calibration, performance management, career frameworks, internal mobility, talent analytics, and talent pipeline management.
Demonstrated ability to redesign and scale enterprise processes, establish governance, and achieve measurable talent and business outcomes.
Comfort using data, analytics, technology, and emerging AI capabilities to improve talent decisions and employee and leader experiences.
Exceptional executive communication, facilitation, stakeholder management, and influencing skills, including the ability to constructively challenge senior leaders.
Bachelor’s degree or equivalent experience required.
Ability to connect business strategy, workforce needs, talent pipelines, and talent practices into a coherent enterprise agenda.
Ability to build credibility with senior leaders, surface difficult talent issues, and enable clear, evidence-based decisions.
Ability to apply systems thinking across succession, performance, careers, mobility, early career talent, development, and organizational capability.
Ability to design practical, scalable practices that strengthen rigor while reducing unnecessary complexity.
Ability to lead change and build stakeholder ownership and adoption for new practices and ways of working.
Ability to move from strategy to decisions, implementation, measurement, and continuous improvement.
Ability to develop team talent and create accountability for enterprise outcomes across a small expert team and broader partner network.

Nice To Haves

Experience with University Relations, early career talent strategy, or talent pipeline development.
Advanced degree in human resources, organizational psychology, business, organizational development, or a related field.

Responsibilities

Set and evolve the enterprise talent practices strategy, priorities, governance, standards, and annual talent agenda in alignment with business and workforce needs.
Create an integrated architecture across succession, performance, career growth, internal mobility, University Relations, and talent insights.
Clarify decision rights, accountabilities, process standards, and measures of effectiveness across the Talent COE, HR Business Partners, and business leaders.
Benchmark emerging talent practices and selectively adapt external insights to Insulet’s strategy and culture.
Own the enterprise approach to succession planning, talent reviews, calibration, and leadership readiness.
Partner with senior leaders and HR Business Partners to strengthen successor pipelines, identify talent risks, and translate review outcomes into development and movement actions.
Lead the design and preparation of executive talent reviews, providing decision-useful insights and supporting follow-through.
Improve the quality, consistency, transparency, and action orientation of enterprise talent decisions.
Own and continuously improve the enterprise performance management philosophy, processes, and tools, including expectations, differentiation, feedback, and outcomes.
Partner with HR Business Partners and leaders to strengthen goal setting, calibration, performance conversations, and accountability.
Use employee, leader, and process data to identify friction and improve the performance management experience while maintaining rigor.
Set enterprise direction for career pathing, career frameworks, and internal mobility.
Develop scalable approaches that connect employee aspirations and capabilities with future workforce needs.
Partner with Talent Acquisition, Total Rewards, HR Business Partners, and Learning and Development to connect career growth, development, mobility, and workforce planning.
Establish measures for internal movement, career growth, and the health of internal talent pipelines.
Set the enterprise strategy for University Relations and early career talent in alignment with the Talent Acquisition Director and future workforce needs.
Partner with Talent Acquisition and business leaders to identify priority talent segments, disciplines, schools, and early career pipelines.
Shape an integrated approach to internships, co-ops, campus partnerships, and other early career experiences.
Connect University Relations with career pathways, internal mobility, workforce capability, and longer-term succession needs.
Measure University Relations pipeline health, conversion, retention, and business impact.
Define talent insights and analytics needed to improve enterprise talent decisions, identify risks, and measure outcomes.
Build metrics, dashboards, and executive insights for succession, performance, career growth, mobility, and talent pipelines.
Advance thoughtful use of talent technology and AI to simplify work, improve transparency, and increase the quality and speed of talent decisions while maintaining appropriate governance.
Ensure talent data quality, definitions, and process discipline in partnership with HR technology, analytics, and shared administration resources.
Serve as a trusted advisor to senior leaders and HR leadership on enterprise talent priorities, risks, and decisions.
Lead, coach, and develop the Talent Practices team, establishing accountability for strategic work, analytics, program leadership, and enterprise outcomes.
Partner across the Talent COE to connect talent practices with leadership development, organizational and workforce enablement, and portfolio operations.
Oversee selected external partners and vendors and focus investments on measurable business and talent outcomes.