Lead strategic projects across the global talent management function to advance leadership capabilities, pipeline strength, and drive enterprise performance.
Translate leadership-development priorities into actionable, high-impact development experiences for high-potential Vice Presidents.
Design and deliver integrated learning experiences, applied practice opportunities, and exposure-based components that strengthen leaders’ enterprise capability.
Apply rapid prototyping, iterative testing, and AI-enabled tools to design, refine, and scale development solutions.
Integrate data, leader insights, and external benchmarks to continuously evolve program quality and portfolio effectiveness.
Partner with senior leaders, HR, and Talent Management to ensure talent solutions drive appropriate impact.
Ensure flawless execution of programs with disciplined attention to quality, sequencing, and participant experience.
Build and maintain feedback loops, dashboards, and AI-supported analytics to evaluate program impact and drive continuous improvement.

Required Minimum Education: Master’s degree in organizational psychology, Instructional Design, Human Resources, Business Administration, Leadership Development, or related field.
Proven impact across the talent management functions, including several disciplines (talent assessment, executive development, learning, performance management)
Demonstrated expertise in executive development design, applied capability building, and experience architecture.
Experience collaborating with external thought leaders, institutions, or executive-education partners.
Proven ability to design and deliver comprehensive, enterprise development solutions.
Strong portfolio-management capability, integrating multiple offerings into a cohesive pathway.
Mastery of MVP-style rapid prototyping, iterative design, and insight-driven refinement.
Advanced AI fluency—uses AI tools to accelerate design, generate content, personalize experiences, support analytics, and enhance operational efficiency.
Exceptional communication, influence, and change-management capabilities, able to create alignment and engagement across senior audiences.
Strong inclusive leadership behaviors: team-first orientation, high trust, collaboration, transparency, and accountability.
Ability to synthesize data and insights into actionable recommendations and experience enhancements.
High learning agility, proactive ownership mindset, adaptability, and comfort operating in complex, fast-moving environments.

Vacation –120 hours per calendar year
Sick time
40 hours per calendar year; for employees who reside in the State of Colorado –48 hours per calendar year; for employees who reside in the State of Washington –56 hours per calendar year
Holiday pay, including Floating Holidays –13 days per calendar year
Work, Personal and Family Time
up to 40 hours per calendar year
Parental Leave – 480 hours within one year of the birth/adoption/foster care of a child
Bereavement Leave – 240 hours for an immediate family member: 40 hours for an extended family member per calendar year
Caregiver Leave – 80 hours in a 52-week rolling period
Volunteer Leave – 32 hours per calendar year
Military Spouse Time-Off – 80 hours per calendar year

Director, Talent Management

Key skills