Lead talent mapping and succession planning in partnership with HR and business leaders.
Establish and steward enterprise-wide standards to ensure thorough talent reviews and robust development plans for top talent and critical roles, building ready-now pipelines for leadership and critical specialist tracks.
Act as an expert, consultative advisor to HR business partners and business leaders on talent management practices, leadership risk, succession, and capability development.
Diagnose team dynamics and design targeted interventions—such as new leader assimilations, team effectiveness workshops, 360 assessments and coaching—to accelerate time-to-productivity and support business growth.
Operationalize the BU and HR talent strategy by aligning enterprise practices, organizational goals, and specific BU needs.
Assess the varying talent maturity of business units and tailor solutions accordingly, avoiding the use of 'copy/paste' or off-the-shelf strategies.
Leverage data, analytics, AI, and scientifically validated assessment tools to elevate selection and talent decisions, reduce bias, and predict future capability needs.
Define success metrics for talent management (leading and lagging indicators) and track business impact (e.g., revenue, retention, productivity).

8+ years of expertise in structural talent management or organizational development, including advanced succession planning, talent mapping, and performance architecture.
A scientific, evidence-based mindset with experience in psychometric assessments, selection methodologies, and behavioral science.
An advanced degree or strong background in Industrial/Organizational (I/O) Psychology is highly preferred.
Proven ability to advise C-Suite and SVP/VP business leaders, bringing the emotional intelligence and courage to deliver 'productive friction' and mitigate leadership risk through facilitation.
Ability to speak the language of the business and leverage predictive people analytics to map human capability directly to revenue, margins, and operational ROI.
Strong diagnostic skills to assess the varying talent maturity of diverse business units, customizing enterprise programs for frontline reality rather than forcing off-the-shelf solutions.
A low-ego, high-ownership approach to navigating the CoE and HRBP matrix, acting as a collaborative force-multiplier who readily steps outside formal boundaries to solve critical business challenges.

Competitive compensation and benefits aligned with your experience.
Comprehensive health, wellness, and retirement plans.
Flexible work options to support work–life balance.
Opportunities for continuous learning and professional growth within an evolving global organization.
Flexible time off and holidays to ensure you have time to recharge.

Talent Management Director

Key skills