Sr Director People & Talent NA

Mars•Chicago, IL

2d•$232,000 - $319,000•Remote

About The Position

The Senior Director, People & Talent for Mars Snacking North America partners with business leaders and global P&O centers of excellence to translate enterprise people strategy into impactful, locally relevant experiences and outcomes. This role integrates culture, engagement, talent, performance, and capability building to enable a high-performing, inclusive organization aligned to regional business priorities. Acting as a connector between global design and regional execution, the role ensures consistency of core frameworks while shaping solutions that reflect regional needs, accelerating business performance and strengthening leadership capability.

Requirements

10+ years of progressive experience in Human Resources, with a focus on talent management, organizational development, and strategic business partnership.
Demonstrated ability to improve leadership pipeline strength and succession plan readiness, with a proven track record of developing and advancing key talent.
Experience in driving and measuring improvements in employee engagement, inclusion, and overall organizational culture, with the ability to show quantifiable positive changes.
A history of implementing talent and performance management programs that result in measurable improvements in individual and team performance.
Proven success in adapting and implementing global HR frameworks to a regional level, achieving high adoption and effectiveness rates.
A track record of developing and executing people strategies that have a clear and measurable impact on business performance and growth.

Responsibilities

Partner with regional leadership to shape and deliver the people agenda aligned to business strategy and growth priorities.
Translate global people frameworks into practical, high-impact regional execution.
Provide insight on workforce trends, organizational health, and talent risks to inform decision-making.
Act as a trusted advisor to senior leaders, strengthening leadership effectiveness and team performance.
Embed a performance-driven, inclusive culture that reinforces business priorities and values.
Activate enterprise-wide initiatives (e.g., engagement survey, EVP, inclusion strategies) in ways that resonate locally.
Drive actions that improve engagement, belonging, and Associate experience across key moments that matter.
Ensure consistency of experience across markets while allowing for regional nuance.
Lead regional talent planning, including critical roles, succession pipelines, and risk mitigation.
Partner with global COEs to apply talent frameworks with rigor and consistency.
Strengthen internal pipelines through proactive talent moves, development, and external market insights and through connection and visibility to cross-region, division and global function talent plans.
Enable high-quality talent reviews and ensure follow-through on actions.
Embed a high-performance culture through clear expectations, strong goal-setting, and ongoing feedback.
Coach leaders to elevate performance conversations, accountability, and outcomes.
Drive leadership capability building aligned to future business needs.
Support consistent application of performance management practices across the region.
Identify priority capability gaps and partner with global teams to deploy targeted, scalable learning solutions.
Enable “always-on” development, with a strong emphasis on line manager capability.
Ensure learning is practical, business-linked, and drives measurable impact.
Act as a bridge across global, regional, and market teams, enabling alignment and co-creation.
Ensure clarity of roles across COEs, regions, and markets, balancing scale with local ownership.
Drive simplicity, effectiveness, and adoption of people processes.