Global Talent Management Specialist - Americas

Valvoline Global•Lexington, KY

4d•Onsite

About The Position

Valvoline Global Operations, an affiliate of Aramco, is a pioneer in the automotive and industrial solutions industry, founded in 1866. They are driven by innovation and committed to creating sustainable solutions. With a global presence, they develop future-ready products and provide best-in-class services. Their corporate values are Care, Integrity, Passion, Unity, and Excellence. The company fosters a culture that celebrates creativity, innovation, and excellence. This position is based in Lexington, Kentucky, with a future global standard of four days per week in the office starting in the first half of 2027. The Global Talent Management Specialist - Americas is responsible for providing subject-matter expertise and delivering Talent Management programs, processes, and solutions across the Americas (United States, Canada, Latin America, and South America) and U.S.-based corporate functional teams. Working within the Global Talent Management Center of Excellence, the role collaborates with HR Business Partners, business leaders, regional HR teams, and Global Talent Management colleagues to implement enterprise talent strategies. Key areas of focus include strengthening leadership capability, succession readiness, employee development, and organizational effectiveness. The role independently manages Talent Management workstreams and projects, analyzes data, facilitates processes, and recommends improvements. Operating within established enterprise frameworks and under the strategic direction of the Sr. Manager, Global Talent Management Americas, the role applies professional judgment and specialized expertise to adapt and deliver solutions in a diverse, multi-country environment.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, Learning & Development, or a related discipline required; advanced degree preferred.
1-3 years of progressive experience in Talent Management, Leadership Development, Organizational Development, Learning & Development, Human Resources, or related disciplines.
Demonstrated experience supporting Talent Management, succession planning, leadership development, learning, or organizational development processes.
Demonstrated ability to independently manage projects and defined programs involving multiple stakeholders.
Experience facilitating leadership development, team development, talent discussions, workshops, or other group interventions.
Experience analyzing talent, learning, survey, or workforce information and converting data into practical insights and recommendations.
Experience partnering with HR Business Partners and business leaders to understand needs and implement Talent Management solutions.
Understanding of succession planning, talent assessment, leadership development, adult learning, coaching, performance development, and organizational effectiveness practices.
Domestic and international travel of approximately 20–30% may be required to support leadership programs, talent reviews, workshops, team interventions, stakeholder meetings, and Talent Management initiatives.
Strong written and verbal English communication skills required; additional language capabilities relevant to the Americas are preferred.

Nice To Haves

Experience working with HRIS, talent, learning, or performance management platforms preferred.
Experience coordinating external vendors or professional service providers preferred.
Experience working within a multinational, matrixed, or geographically dispersed organization preferred.

Responsibilities

Partner and consult with HR Business Partners, HR teams, and business leaders to understand talent, leadership, and development requirements across assigned organizations.
Provide Talent Management expertise and consultation on succession planning, talent development, leadership development, talent assessment, and related processes.
Support implementation of enterprise Talent Management strategies and frameworks across U.S.-based corporate functions and Americas organizations.
Serve as a key point of contact for defined Talent Management programs and processes, helping stakeholders identify appropriate solutions within established frameworks.
Build strong relationships across HR and the business to increase awareness, adoption, and effectiveness of Talent Management practices.
Identify recurring talent or capability themes and provide recommendations to the Sr. Manager, Global Talent Management Americas.
Coordinate and support talent review and succession planning processes across assigned businesses, functions, and geographies.
Prepare talent review materials, succession information, talent profiles, dashboards, and supporting analysis for HR and business leaders.
Partner with HR Business Partners to improve the completeness, quality, and consistency of succession and talent information.
Track succession actions, development commitments, and identified talent risks and provide visibility of progress to appropriate stakeholders.
Support identification and development of high-potential talent, successors, and other priority talent populations.
Identify gaps or inconsistencies in talent and succession data and work with stakeholders to improve data quality and process discipline.
Escalate significant succession or talent risks requiring broader leadership consideration.
Support the design, adaptation, delivery, and continuous improvement of leadership and management development solutions aligned with enterprise Talent Management strategy.
Facilitate leadership development programs, workshops, team development sessions, leader assimilations, talent forums, and other development experiences.
Create blended development solutions incorporating virtual, digital, experiential, social, and instructor-led learning approaches.
Partner with internal subject-matter experts and external providers to develop relevant, engaging, scalable learning experiences.
Support leaders and HR Business Partners in developing individual development plans for successors, high-potential employees, and other critical talent.
Coordinate coaching, assessment, mentoring, and other development solutions for assigned populations.
Apply adult-learning principles and contemporary development practices to improve learner experience and business relevance.
Support organizational effectiveness and leadership capability initiatives based on identified business and workforce needs.
Gather and analyze stakeholder input, focus-group findings, survey results, talent data, and other information to identify development and organizational themes.
Recommend Talent Management or development solutions based on identified needs and established enterprise frameworks.
Support team effectiveness, leadership assimilation, assessment, and other targeted organizational interventions.
Contribute to change and communication activities supporting adoption of new Talent Management processes, programs, and tools.
Research external Talent Management, leadership, learning, and workforce trends and recommend relevant practices for consideration.
Independently manage defined Talent Management projects and workstreams from planning through implementation, evaluation, and closeout.
Develop project plans, timelines, milestones, stakeholder requirements, communications, and success measures for assigned initiatives.
Coordinate stakeholders across HR, business functions, countries, and external partners to deliver projects successfully.
Identify project risks and implementation issues and resolve matters within delegated authority or escalate as appropriate.
Manage multiple projects and programs concurrently while maintaining quality, timelines, and stakeholder expectations.
Support broader global or Americas Talent Management initiatives as a project team member, subject-matter expert, or workstream lead.
Ensure effective deployment and event management of assigned leadership and Talent Management programs.
Collect, analyze, and interpret talent, succession, learning, development, and program data to identify trends and opportunities.
Develop reports, dashboards, presentations, and insights that provide stakeholders with visibility into Talent Management outcomes.
Track defined measures including participation, completion, stakeholder feedback, development progress, succession actions, and program effectiveness.
Evaluate leadership and Talent Management interventions and recommend improvements based on data, participant feedback, business requirements, and observed outcomes.
Support measurement of the organizational impact and effectiveness of Talent Management investments.
Maintain accurate Talent Management data and documentation in applicable HR and talent systems.
Use external research and internal insights to recommend improvements to programs, tools, processes, and stakeholder experiences.
Coordinate external learning, coaching, assessment, and Talent Management partners supporting assigned programs.
Monitor vendor delivery against agreed scope, quality, timelines, and stakeholder expectations and escalate performance issues when necessary.
Contribute to communication and marketing plans that build awareness and participation in Talent Management and leadership development offerings.
Develop stakeholder communications, participant materials, presentations, toolkits, guides, and supporting resources.
Ensure Talent Management programs and resources are accessible, professionally delivered, and consistent with Valvoline Global standards.