Global Talent & Development Partner

Array Tech•Chandler, AZ

About The Position

The Global Talent & Development Partner is responsible for designing, leading, and continuously improving enterprise‑wide talent, performance enablement, and development programs that build leadership and manager capability across the organization. This role owns global learning and leadership development programs, ensuring they are scalable, aligned to business priorities, and integrated across the employee lifecycle. This role serves as a strategic partner to HR leaders and people managers worldwide, translating talent priorities into practical, high‑impact programs that improve performance, readiness, and leadership effectiveness across regions and functions.

Requirements

8+ years of experience in leadership development, learning & development, talent management, or related HR disciplines.
Demonstrated experience leading enterprise or global talent / development programs in complex, matrixed organizations.
Strong understanding of performance management, leadership capability building, and adult learning principles.
Proven ability to design scalable programs and operate as a program owner rather than a facilitator only.
Experience partnering with senior leaders and HR stakeholders to influence talent and leadership outcomes.
Comfort working across regions, cultures, and functions with a global mindset.
Strategic program design and execution
Leadership and manager capability development
Performance enablement and talent systems integration
Data-driven decision making and impact measurement
Stakeholder partnership and influence
Global mindset with practical execution focus

Responsibilities

Global Talent & Development Programs: Lead the design and execution of global talent and development programs, including leadership development, manager effectiveness, performance enablement, and enterprise learning initiatives. Ensure programs are aligned to business strategy, workforce priorities, and evolving organizational needs across regions. Serve as global owner for program governance, structure, content standards, and delivery models.
Leadership & Manager Development: Own leadership development pathways across leadership levels (emerging, people managers, senior leaders), ensuring consistency, quality, and measurable impact. Partner with HR and business leaders to strengthen manager capability in areas such as goal setting, coaching, feedback, performance conversations, and talent development. Incorporate assessments, feedback tools, and experiential learning approaches to strengthen leadership effectiveness.
Performance Enablement & Talent Integration: Support the performance management ecosystem by embedding learning, manager enablement, and development tools into key talent processes (goal setting, reviews, talent discussions). Ensure alignment between learning programs, performance expectations, succession planning, and broader talent initiatives. Translate insights from talent reviews and leadership data into targeted development priorities.
Program Management & Measurement: Develop clear success measures and dashboards to evaluate program effectiveness, participation, and business impact. Continuously refine programs based on data, participant feedback, and evolving organizational needs. Manage program timelines, vendors, budgets, and delivery partners as applicable.
Global Partnership & Influence: Act as a trusted partner to HR leaders, HRBPs, and people leaders globally, influencing without direct authority. Ensure programs are globally relevant while allowing for thoughtful regional adaptation where needed. Communicate program strategy, expectations, and outcomes clearly to stakeholders and leadership.