Acquisition Strategy, Brand Marketing (Branding), Business Administration, Business Strategy, Candidate Sourcing, Coaching, Continuous Improvement, Cross-Functional, Emerging Technology, Human Resources, Human Resources Planning, Human Resources Strategy, Improvement Metrics, Leadership, Marketing Communications, Media Campaigns, Metrics, Needs Assessment, Onboarding, Organizational Development/Management, Return on Investment (ROI), Social Media, Strategic Planning, Succession Planning, Talent Management, Team Lead/Manager, Training Program, Workforce Planning
Director of Talent Management
The Director of Talent Management is responsible for developing and executing an integrated, enterprise-wide talent strategy that attracts, develops, and retains a high-performing and diverse workforce. Reporting to the Vice President of HR Strategy, this role provides strategic leadership across Talent Acquisition and Talent Development, ensuring alignment with business objectives and long-term workforce needs.
The Director of Talent Management leads and develops a multidisciplinary team, partners closely with senior leaders, and drives data-informed decisions to enhance the employee experience from first contact through ongoing career growth.
Responsibilities
- Talent Strategy
- Develop and execute a comprehensive, enterprise-wide talent strategy encompassing talent acquisition, learning & development, and employer branding.
- Partner with leadership to anticipate workforce needs and align talent initiatives with organizational strategy and growth plans.
- Serve as a trusted advisor to leaders on talent trends and organizational capability building.
- Talent Acquisition & Recruitment
- Lead the end-to-end Talent Acquisition strategy, including sourcing, recruiting, interviewing, and onboarding for all roles across the organization.
- Oversee and develop the recruiting team, ensuring consistent, equitable, and high-quality hiring practices.
- Establish scalable recruiting models, metrics, and tools to improve time-to-fill, quality of hire, and candidate experience.
- Partner with leaders to assess hiring needs, develop role profiles, and ensure alignment with workforce planning and DEI objectives.
- Learning & Development (Enterprise Training)
- Oversee the design, implementation, and evaluation of enterprise-wide learning and training programs, including leadership development, professional skills, compliance, and role-specific training.
- Ensure training initiatives support career pathways, succession planning, and internal mobility.
- Evaluate emerging learning technologies and methodologies to enhance engagement and effectiveness.
- Collaborate with leaders to assess organizational capability gaps and develop targeted development solutions.
- Employment Branding & Candidate Experience
- Own and evolve the organization's employment brand strategy to strengthen market positioning and attract top talent.
- Partner with Marketing, Communications, and Talent Acquisition to ensure consistent messaging across career sites, social media, and recruitment campaigns.
- Drive an exceptional candidate experience that reflects organizational values and culture.
- People, Metrics & Continuous Improvement
- Lead, coach, and develop a high-performing talent team, fostering collaboration, accountability, and professional growth.
- Establish and track key talent metrics (e.g., quality of hire, retention, training impact, pipeline health) to inform decisions and demonstrate ROI.
- Ensure compliance with employment laws, regulations, and internal policies related to hiring and training.
- Continuously assess and refine talent programs based on data, feedback, and business outcomes.
Qualifications and Education Requirements
- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field (Master's degree preferred).
- 8+ years of progressive experience in Talent Acquisition, Learning & Development, or integrated Talent leadership roles.
- Proven experience leading and developing teams in a complex, enterprise environment.
- Strong strategic planning and execution skills with the ability to translate strategy into action.
- Demonstrated success partnering with senior leaders and influencing across the organization.
- Expertise in talent metrics, workforce planning, and HR technology platforms.