Director, Talent

COLE-PARMER INSTRUMENT COMPANY•Vernon Hills, IL

19h•Onsite

About The Position

The Director, Talent is a senior people leader responsible for designing and executing integrated strategies that attract, develop, and retain top talent across the organization. This role oversees end‑to‑end talent acquisition, leadership and employee development, and enterprise learning programs, ensuring alignment with business objectives, workforce plans, and the company’s culture and values. The Director will report to the Chief Human Resources Officer and act as a strategic partner to leadership teams.

Requirements

Bachelor’s degree from an accredited higher learning program required.
10+ years of progressive Human Resources experience, with leadership experience across talent acquisition, learning, and/or talent development
Ability to balance strategic vision with disciplined execution, ensuring initiatives are delivered on time and within scope.
Strong executive presence with the ability to influence senior stakeholders using data, insight, and structured recommendations.
Demonstrated experience defining, implementing, and managing talent acquisition, learning, and development metrics that inform executive decision‑making.
Proven ability to translate workforce and talent data into actionable insights (e.g., quality of hire, time to fill, internal mobility, readiness, learning effectiveness, compliance completion).
Experience building and maintaining dashboards and scorecards for senior leaders, ensuring consistency, accuracy, and clarity of reporting.
Experience designing scalable operating models, including role clarity, decision rights, service delivery models, and escalation pathways.
Ability to standardize practices while allowing flexibility for business or regional needs.
Proven success implementing best practices in recruiting, learning design, and talent development, aligned with external benchmarks and evolving industry standards.

Nice To Haves

Majors in either Human Resources or a business-related field preferred.

Responsibilities

Lead, develop, and train recruiting team professionals and partner with other HR leaders to set and monitor talent strategies
Partner with HR leaders to manage budgets, systems, vendors, and consultants to ensure cost‑effective and compliant delivery of talent solutions.
Collaborate closely with HR Managers, Total Rewards, Legal, and Compliance teams to deliver integrated people strategies.
Serve as a trusted advisor to senior leadership on talent‑related risks, trends, and opportunities.
Establish talent acquisition strategies through partnerships with senior leaders to attract and retain talent to support workforce planning and long-term business objectives.
Oversee recruitment through ownership of the sourcing strategies and selection process.
Monitor employer branding and candidate experience and drive continuous improvement in recruitment approach and strategies.
Implement and monitor metrics (e.g., time to fill, quality of hire) used to assess Talent Acquisition effectiveness for the organization.
Ensure compliance with federal, state, and local regulations (e.g., EEO, ADA, FCRA) and related reporting requirements with HR Operations, Legal and external partners.
Assess external market and provide guidance to senior leaders on hiring expectations.
Partner with Total Rewards team to monitor compensation ranges and external benchmarks.
Design and implement enterprise talent development strategies, including leadership development, succession planning, and career pathways.
Ensure talent review, performance management, and development processes are applied consistently and equitably across the organization.
Partner with Legal and HR partners to mitigate risk in promotion, development, and succession decisions.
Embed inclusive and compliant practices into all development programs and leadership capabilities.
Lead the design and delivery of learning strategies that build core, functional, leadership, and compliance‑related capabilities.
Oversee mandatory and regulatory learning programs (e.g., EEO, anti‑harassment, ethics, compliance training), ensuring completion, tracking, and documentation.
Ensure learning content and delivery methods meet legal, regulatory, and accessibility requirements.
Measure learning effectiveness and compliance outcomes, using data to continuously improve programs and demonstrate organizational impact.
Perform other duties as assigned.