Global Talent Strategy Enablement Lead

AECOM•Los Angeles, CA

1d•$150,000 - $225,000•Remote

About The Position

The Global Talent Strategy Enablement Lead owns the operational backbone of AECOM’s global Talent Strategy function, enabling effective delivery across Talent Acquisition, Talent Management, and Global Mobility. This role is accountable for end-to-end operations, budget management, process governance, vendor partnerships, and performance reporting across all three areas. We rely on this role to lead data analytics and reporting, drive AI-enabled enhancements to talent technologies and workflows, and partner on change management for new processes and technology releases. The role also enables strong team effectiveness by establishing and maintaining a consistent operating cadence, communication rhythm, and cross-functional alignment across the global talent strategy team. This position will allow flexibility for primarily remote work and can be based from a variety of locations in the US.

Requirements

BA/BS in Human Resources, Business Administration, or a related field, plus at least 12 years of relevant experience including at least 4 years of leadership experience
Demonstrated experience in Talent Acquisition Operations
Functional knowledge: Strong knowledge of TA strategies, tools, systems, and operating models, with the ability to translate strategy into scalable processes.
Analytics capability: Proven ability to lead reporting, dashboards, and KPI frameworks to drive decisions and outcomes across talent functions.
Technology and vendor management: Experience managing HR/talent technology partners, including roadmap alignment, renewals, and performance governance.
Change leadership: Experience planning and driving change management for process and technology rollouts, including communications and adoption.
Leadership and communication: Excellent leadership, communication, and interpersonal skills with the ability to influence across levels and functions.
Execution in a fast-paced environment: Ability to manage multiple priorities, shifting timelines, and competing demands with strong organization and follow-through.
Collaboration: Experience working effectively with diverse, cross-cultural, and geographically distributed teams.

Nice To Haves

Advanced certifications (e.g., HR, talent, change management, analytics, or related credentials)
Experience with Talent Management and Global Mobility
Experience working in a similarly large, complex, global, matrixed organization

Responsibilities

Global operations ownership: Lead and standardize operations across Talent Acquisition, Talent Management, and Global Mobility, ensuring scalable and consistent execution.
Budget management: Own and manage the global Talent Strategy team budget, including forecasting, tracking, cost control, and investment planning.
Analytics, reporting, and insights leadership: Lead data analytics and reporting across all three talent areas; define KPIs, partner on dashboard development, and deliver insights to inform strategy, performance, and prioritization.
Vendor and technology partner management: Own relationships with key talent vendors and partners; partner closely with business analysts in the HR technology team; Ensure successful implementation of integrations, upgrades and system enhancements through operational rigor and thoughtful change management.
Process governance and decision-making: Serve as the operational decision-maker for process design and optimization, ensuring alignment, compliance, consistency, and efficiency across global teams.
AI enablement and innovation: Identify, prioritize, and partner with HR technology and IT on AI enhancements and automation opportunities across talent processes and technology; partner with stakeholders to pilot, implement, and scale improvements responsibly.
Change management: Partner on change management for new processes and technology releases, including stakeholder engagement, communications, training enablement, adoption measurement, and continuous improvement.
Team cadence and communications: Establish and maintain a consistent team operating rhythm (e.g., leadership readouts, team forums, monthly/quarterly business reviews), ensuring teams are aligned, informed, and connected.
Cross-functional collaboration: Partner closely with HR tech, IT, data/analytics teams, and regional TM and TA leaders to ensure solutions are fit-for-purpose and globally adoptable.
Risk and issue management: Proactively identify operational risks, dependencies, and constraints; drive mitigation plans and ensure continuity of critical talent operations.