Director, Talent Management – OD/OE

Role Overview

• Own the strategy and execution of how Instructure grows, develops, and retains its people.
• Develop and champion organizational design principles, spans and layers frameworks, and team effectiveness philosophies.
• Partner with leaders on workforce planning, succession planning, 9-box calibration, and talent reviews to ensure we have the right people in the right roles.
• Lead talent insights and analytics that inform strategic decisions about org structure and capability gaps.
• Build talent and organizational effectiveness frameworks that help our workforce develop new capabilities and grow alongside Instructure’s AI-enabled products and ways of working.
• Partner with business leaders to assess current-state capabilities, identify future-state skill needs, and create development roadmaps that upskill and prepare our people for what’s next.
• Stay ahead of industry trends in AI talent strategies and workforce design, bringing outside-in perspective on how leading tech companies are enabling their people to do their best work with AI.
• Lead the design and delivery of our THRIVE performance development framework, including year-end reviews, goal setting, and quarterly check-ins.
• Drive adoption and continuous improvement of performance practices that reinforce accountability, growth, and transparency across the organization.
• Partner with HRBPs to ensure performance management is embedded in the business—not a once-a-year HR exercise.
• Own the end-to-end engagement and employee listening strategy, including survey design, execution, analysis, and action planning.
• Translate engagement data into actionable insights for leaders. Build the muscle for managers to own engagement on their teams.
• Develop pulse and lifecycle listening mechanisms that give us real-time signal on the employee experience.
• Lead Instructure’s DIB strategy and partner with ERG leaders to create meaningful programming and community.
• Embed inclusive practices into talent processes—hiring, development, promotions, succession—so DIB isn’t a standalone initiative but how we operate.
• Track and report on DIB metrics; advise leadership on where we’re making progress and where we need to push harder.

Requirements

• Bachelor's degree in Human Resources, Organizational Development, I-O Psychology, Business Administration, or a related field. Master's degree preferred.
• 10+ years of progressive HR experience focused on talent management or organizational development, including 5+ years leading a team.
• Experience designing and scaling performance frameworks, engagement strategies, and org effectiveness initiatives in a global tech environment.
• Track record of partnering with senior leaders on enterprise talent strategy, workforce/succession planning, and 9-box calibration.
• Experience leading Diversity, Inclusion & Belonging strategy and embedding inclusive practices into core talent processes.
• Proficiency with HRIS platforms (Workday preferred), engagement survey tools, and advanced data analysis.
• Strong grasp of org design principles, spans and layers modeling, and workforce planning methodologies.
• Fluency in emerging AI-enabled talent and workforce design trends.
• Equally comfortable setting strategy and executing — builds the vision and rolls up sleeves to deliver.
• Exceptional communication and influencing skills across all levels; global mindset with cultural sensitivity.

Benefits

• Competitive compensation, plus all full-time employees participate in our ownership program
• because everyone should have a stake in our success.
• Flexible work culture. Our remote, hybrid and in-office collaboration spaces vary by role, team and location.
• Generous time off, including local holidays and our annual “Dim the Lights” period in late December, when teams are encouraged to step back and recharge based on departmental needs.
• Comprehensive wellness programs and mental health support
• Learning and development resources, including professional development tools and tuition reimbursement, to support your growth
• The technology and tools you need to do your best work
• Motivosity employee recognition program
• A culture rooted in inclusivity, support, and meaningful connection