Sr Director, Global Talent & Organizational Effectiveness

Advanced Energy Industries, Inc•Denver, CO

1d•$225,000 - $285,000•Onsite

About The Position

The Sr Director, Global Talent & Organizational Effectiveness serves as a key strategic advisor to the CHRO and Executive Leadership Team. The role is accountable for enterprise talent strategy, leadership pipeline health, workforce capability, organizational effectiveness, and culture. It leads global teams and enterprise-wide initiatives that strengthen leadership readiness, accelerate business growth, drive organizational transformation, and maintain a sustainable pipeline of critical talent to achieve long-term objectives.

Requirements

15+ years of progressive experience in talent management, organizational development, learning, talent acquisition, or related HR leadership roles.
Demonstrated success leading enterprise talent strategies in a complex, global environment.
Strong business acumen and ability to influence senior leaders.
Excellent communication, facilitation, and stakeholder management skills.
Strong analytical and problem-solving capabilities.
Experience supporting large-scale transformation, integration, or organizational redesign efforts.
Experience working at multinational manufacturing technology companies.
Prior direct management experience, including goal setting and performance management.
Bachelor's degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business Administration, Management, or a related field.

Nice To Haves

Experience in public-company environments.

Responsibilities

Lead enterprise talent planning, succession, and organizational effectiveness strategies to strengthen leadership pipelines, address critical capability gaps, and support long-term business growth.
Establish and monitor the talent, structure, and capabilities needed to execute strategic objectives.
Establish and monitor talent, succession, workforce, and organizational health metrics; use data-driven insights to identify risks, measure effectiveness, and improve business performance.
Advise executive leadership on workforce, leadership, organizational, and succession risks, and develop actionable plans to enhance organizational capability and readiness.
Lead enterprise change, restructuring, integration, and transformation initiatives to improve organizational effectiveness, scalability, and operational performance.
Partner with HRIS and People Analytics to define talent metrics, workforce insights, and predictive analyses that identify talent risks, measure program effectiveness, and inform workforce decisions.
Establish enterprise leadership capability frameworks and measure leadership strength across all levels.
Increase leadership readiness and internal promotion rates through targeted development programs and succession planning.
Define annual learning effectiveness measures and track impact on business performance, productivity, safety, quality, innovation, and employee retention.
Ensure development plans are in place for key leadership populations and monitor completion and effectiveness metrics.
Own enterprise recruiting outcomes, including time-to-fill, quality-of-hire, offer acceptance rates, hiring manager satisfaction, and diverse candidate slate representation.
Develop talent acquisition strategies to improve hiring outcomes for engineering, manufacturing, and business-critical positions.
Establish workforce forecasting processes to proactively address future skill needs and labor market conditions.
Lead enterprise engagement strategy and be accountable for year-over-year improvement in employee engagement and culture metrics.
Develop and monitor action plans for business units identified as high-risk based on engagement, turnover, leadership effectiveness, or workforce capability measures.
Embed company Core Values, leadership expectations, and Employee Value Proposition across talent and leadership programs.