Associate Director Jobs

About The Position

Requirements

• Typically requires: A University Degree or equivalent experience and minimum 12 years prior relevant experience, or An Advanced Degree in a related field and minimum 10 years experience
• Minimum of 16 years of relevant HR experience with demonstrated expertise in talent management.
• Experience leading teams or managing people.
• Proven ability to translate business strategy into actionable talent initiatives.
• Bachelor's degree required.
• Previous experience as a Talent Partner and an HR Business Partner
• U.S. citizenship is required, as only U.S. citizens are authorized to access certain necessary systems.

Nice To Haves

• Strong executive presence with the ability to influence senior leaders.
• Demonstrated success driving large-scale change and transformation.
• Highly collaborative with strong relationship building skills.
• Excellent problem-solving abilities with a focus on execution and outcomes.
• Self-directed, organized, and capable of managing multiple priorities simultaneously
• Master’s degree in Human Resources, Organizational Development, Business, or related field.

Responsibilities

• Lead the end-to-end talent strategy for Group Functions: leadership development, succession planning, executive readiness, and culture activation aligned to business goals.
• Establish and drive standardized talent philosophies, processes, and systems across Group Functions; set cadences for talent reviews, talent councils, and succession governance.
• Serve as the voice of the business to L&D COE; co‑create enterprise solutions tailored to functions’ needs (selection, assessment, coaching, development, movement, performance, recognition, well‑being).
• Advise executives on workforce planning, talent risk, bench strength, and culture initiatives; translate business strategy into actionable talent outcomes.
• Apply objective leadership assessments to inform development plans and calibrate successor readiness.
• Lead and facilitate talent reviews and councils; identify high potential talent, solidify robust slates, and ensure risk coverage for mission critical positions.
• Deliver executive level presentations and recommendations on slating and executive transactions, backed by data and scenario planning.
• Act as an internal talent broker: build deep knowledge of key roles and critical talent; engineer cross organizational moves that advance both capability and career velocity.
• Partner with leaders and HR Business Partners to create development plans, career pathways, and targeted rotations; steward culture aligned talent decisions.
• Lead large‑scale re‑deployment efforts and risk outplacement when required; ensure movement decisions reflect culture and strategic priorities.
• Use HR analytics and workforce intelligence to identify trends (e.g., readiness, diversity mix, attrition risk, movement velocity); convert insights into actionable strategies.
• Maintain dashboards for succession depth, time to slate, bench strength, critical role coverage, engagement, and retention; drive continuous improvement.
• Conduct scenario planning to anticipate pipeline gaps and opportunities; model options to protect business continuity.
• Partner with HRPs and COE experts to address team effectiveness, leader capability gaps, and change adoption for key transformations.
• Lead complex meetings, workshops, and training sessions with senior leadership to align on talent decisions, governance, and culture behaviors.
• Apply program and project management methods to deliver initiatives on time, with clear milestones, change plans, and stakeholder engagement.
• Navigate high visibility, enterprise-wide initiatives requiring strong negotiation, influence, and stakeholder alignment.
• Tailor end-to-end talent solutions to meet diverse, evolving business needs across a complex global environment.
• Engage deeply with leaders and key talent to drive informed, data-backed talent decisions.

Benefits

• medical
• dental
• vision
• life insurance
• short-term disability
• long-term disability
• 401(k) match
• flexible spending accounts
• flexible work schedules
• employee assistance program
• Employee Scholar Program
• parental leave
• paid time off
• holidays