Senior Director, Talent Management & Development

Pivotal Ventures•Seattle, WA

32d•Onsite

About The Position

The Senior Director, Talent Management & Development is part of the People & Culture (P&C) team and is a strategic leader responsible for the strategy, design, and execution of multi-entity people programs—including strategic workforce planning, the performance development program (PDP), professional development coaching, learning & development, talent reviews, succession planning, and more. They will also serve as the hub of Learning & Development programming across the organization, aligning trainings to the rhythm of business. This senior leader partners with the Senior Vice President, Chief People & Culture Officer in the development and implementation of a Talent Management strategy that aligns with the broader organizational strategy and supports a cohesive employee experience across all entities. This position supervises team members responsible for delivering key people programs for the entities—including talent acquisition, onboarding/offboarding, performance development, and the administration, interpretation and org-wide action planning from the annual organizational health pulse. This position is responsible for building inclusive, innovative, scalable Talent Management and Development programs that advance individual, team, and organizational development while ensuring alignment with Pivotal’s mission and values. This role partners closely with senior leadership, and functional partners to support talent growth, manager capability, and continuous improvement, while advancing a cohesive employee experience across entities.

Requirements

Minimum of 12 years of progressive HR or people program experience or an equivalent combination of advanced training and experience.
Minimum of 8 years of experience leading others, with demonstrated commitment to staff development and experience fostering equity and belonging within a team.
Minimum 3-5 years in a leadership or cross-functional role with people or programmatic oversight.
Proven ability to lead cross-functional and cross-entity initiatives with multiple stakeholders.
Experience advising senior leadership and managing change initiatives.
Proven record of designing and implementing innovative HR programs, policies, and processes.
Experience with vendor management.
Experience managing complex projects independently with demonstrated ability to be organized and show attention to detail, meet aggressive timelines, and keep everyone informed of project status in a proactive way.
Experience with Workday or other HR technology systems.
Proficiency using Microsoft 365 (Outlook, Word, Excel, PowerPoint, OneNote, and SharePoint).
Fluency in use of systems necessary to role (e.g., Salesforce, Workday).

Nice To Haves

Experience with Greenhouse or other Applicant Tracking Systems.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) or other similar HR certification.
Certifications in leadership development/training, coaching, change, and other related programs.
Experience in social impact or mission-driven environments with governance distinctions highly preferred.

Responsibilities

Analyze organizational L&D needs and collaborate with team members to align learning initiatives with strategic objectives.
Develop the roadmap for learning and development, connecting with other teams and departments to ensure learning sessions are timely and balanced.
Develop, deliver and measure the effectiveness of learning content, curating learning paths based on roles and skill needs (as applicable), applying principles of adult learning to enable training effectiveness.
Lead the development, delivery, and facilitation of a comprehensive leadership development program aligning with career pathways and performance goals
Lead the development and delivery of the coaching program in collaboration with external partners, aligning offerings with organizational goals and leadership needs.
Operationalize the Pivotal Competency Model (PCM) as a foundational L&D tool, embedding it into learning programs and development planning, and translating it into capability-building resources, growth-based development guides, and manager enablement tools aligned to career progression.
Maintain in-depth knowledge of people development best practices, learning science, and talent strategy trends to ensure people programs remain evidence-based, impactful, and aligned with Pivotal’s values and organizational needs.
Partner with the Senior Vice President, Chief People & Culture Officer in the creation, development, and delivery of a scalable long-term Talent Management strategy and operating model.
Serve as primary owner for the strategy design of the following cross-entity P&C initiatives (“P&C programs”): strategic workforce planning, the performance development program (PDP), the Pivotal Competency Model (PCM), learning & development (L&D) programs, talent reviews, and succession planning.
Provide oversight and thought partnership for talent acquisition, onboarding/offboarding, and organizational health pulse initiatives, which are owned and implemented by a direct report(s); this includes supporting strategic alignment, capacity planning, and the integration of these efforts into broader people systems.
Co-lead annual organizational health survey, deriving insights and creating action plans based on results to support organizational health.
Partners with the Senior Vice President, Chief People & Culture Officer on leadership integration strategy, facilitating knowledge transfer and team alignment, coaching and transition planning.
Advise Senior Vice President, Chief People & Culture Officer and the Executive Leadership Team (ELT) on workforce planning, engagement trends, and organizational health across all entities.
Lead the design, delivery, and facilitation of talent reviews and succession planning across entities, including talent diagnostic and plan to bridge gaps.
Collaborate with the Senior Director, People & Culture and entity-aligned generalists to ensure people programs, career pathways and leadership integration are implemented consistently across entities while respecting governance requirements.
Partner with P&C colleagues to develop and leverage tools, processes, analytics, and dashboards to analyze/report on and support P&C programs.
Supervise, train, and mentor direct report(s), providing direction through clear expectations and regularly conducting check-ins and providing performance feedback while supporting individual development.
Manage the cross-entity P&C programs budget, ensuring strategic allocation of resources.
Support cross-entity team members through ongoing consultation, capacity-building, and knowledge-sharing to strengthen delivery of core people functions.
Interview, hire and onboard new team members.
Perform other job-related duties as assigned.