Enterprise Talent Management Director

Vertex Inc.•Boston, MA

1d•$181,600 - $272,400•Hybrid

About The Position

This is a unique opportunity to shape the future of leadership at Vertex. As the Enterprise Talent Management Director, you will lead programs that ensure we have the leadership pipeline, succession strength, and talent capabilities needed to deliver on our long-term business ambitions. Partnering closely with senior leaders, HR Business Partners, and Centers of Excellence, you will drive enterprise talent reviews, succession planning, leadership pipeline development, executive onboarding, and senior leader development. This highly visible role combines strategic thinking, data-driven decision making, and influential partnership to identify and accelerate high-potential talent, strengthen leadership readiness, and build capabilities that fuel growth. If you are passionate about developing leaders, shaping talent strategy at scale, and making a lasting impact on the future of the organization, this is an exciting opportunity to help define what leadership excellence looks like at Vertex.

Requirements

Deep expertise in enterprise talent management, succession planning, leadership assessment, and leadership development.
Strong understanding of talent review methodologies, potential assessment frameworks, and leadership pipeline strategies.
Exceptional strategic thinking and systems-thinking capabilities.
Strong consulting, facilitation, coaching, and stakeholder management skills.
Proven ability to influence executives and drive alignment without direct authority.
Strong analytical skills and experience translating talent data into actionable insights.
Excellent written, verbal, and presentation communication skills.
Strong project and change management capabilities.
Ability to work flexibly and effectively in a fast paced, evolving environment
Bachelor’s degree required
10+ years of progressive experience in talent management, leadership development, organizational effectiveness, succession planning, or related disciplines.
Demonstrated experience designing and leading enterprise talent review, succession planning, and leadership pipeline initiatives.
Experience developing and advising executive and senior leadership populations.
Proven success influencing senior leaders and driving enterprise-wide outcomes in complex, highly matrixed organizations.
Experience leveraging talent analytics and data to drive strategic workforce and talent decisions.

Nice To Haves

Advanced degree in Organizational Psychology, Human Resources, Business, or a related field preferred
Experience or interest in using AI to improve processes in this space

Responsibilities

Lead Enterprise Talent Management Strategy: Evolve Vertex's integrated talent management strategy, aligning talent review, talent potential identification, succession planning, leadership pipeline development, and executive onboarding practices with the organization's strategic priorities and growth objectives.
Own Enterprise Succession Planning: Continuously improve enterprise succession planning processes for critical leadership roles. Partner with Senior Leaders and HR Business Partners to strengthen succession bench strength, assess organizational risk, support development planning, and ensure readiness for future talent transitions.
Lead Talent Potential and Leadership Pipeline Strategy: Own Vertex's talent potential philosophy, assessment methodology, and annual talent review process. Drive consistent identification and differentiated development of high-potential talent, ensuring robust pipelines for critical leadership roles and future Senior Leader positions.
Drive VP Pipeline Development: Design and oversee strategies that prepare Senior Directors, Executive Directors, and other key leadership populations for future Senior Leader opportunities. Ensure deliberate development experiences, exposure, and readiness approaches that strengthen the long-term leadership bench.
Lead Senior Leader Development: Design and execute development strategies for Senior Leaders, including enterprise learning experiences, coaching approaches, peer networking opportunities, assessments, and targeted development interventions that accelerate leadership effectiveness.
Own Senior Leader Onboarding: Develop and continuously enhance onboarding and assimilation experiences for Vice Presidents and other senior leaders. Ensure leaders are effectively integrated into the organization, positioned for success, and aligned with Vertex's culture, strategy, and leadership expectations.
Serve as a Strategic Talent Advisor: Act as a trusted advisor to Senior Leaders, and HR Business Partners on talent strategy, succession risk, leadership pipeline strength, and organizational capability needs. Translate complex talent challenges into practical and scalable solutions.
Drive Data-Informed Talent Decisions: Leverage talent analytics, workforce insights, succession data, talent outcomes, and external benchmarks to inform strategic decisions, evaluate effectiveness, and continuously improve enterprise talent management practices.
Lead Cross-Functional Collaboration and Influence: Partner across HR and the broader organization, including HR Business Partners, People Analytics, Learning & Development, Employee Experience, Total Rewards, and Talent Acquisition, to ensure alignment and integration of talent strategies across the employee lifecycle.
Anticipate Future Leadership and Talent Needs: Monitor internal and external trends in talent management, succession planning, leadership assessment, and executive development. Introduce innovative approaches that strengthen Vertex's ability to attract, develop, and retain exceptional leadership talent.
Develop and build global succession management practices
Play a lead, liaison role between the Workforce Strategy team and the HR Business Partner team in translating long term organizational capability requirements and understanding of critical roles into the talent review and leadership succession planning process
Actively partner with the HR community and line leaders to identify high potential successors to critical roles and develop targeted and practical development plans to accelerate their readiness
Serve as an internal consultant and facilitate the design, implementation and management of key executive development and assessment tools (multi-rater feedback or assessment tools) and programs (e.g., executive coaching)
Perform analyses and identify metrics to track workforce planning, succession planning and talent management outcomes in partnership with our HR analytics team
Partner with the Diversity and Inclusion and Talent Acquisition teams to ensure there is seamless integration of strategic initiatives
Leverage and inform talent-related technology implementations (i.e., Workday modules)