Director, Talent Management & OD/OE

At Instructure, we believe in the power of people to grow and succeed throughout their lives. Our goal is to amplify that power by creating intuitive products that simplify learning and personal development, facilitate meaningful relationships, and inspire people to go further in their education and careers.
We do this by giving smart, creative, passionate people opportunities to create awesome. And that's where you come in:

We're hiring a Director, Talent Management & OD/OE to own the strategy and execution of how Instructure grows, develops, and retains its people. This role sits at the intersection of talent strategy, organizational effectiveness, and culture—and it's critical to how we scale as a high-trust, high-performance company. You'll lead a team and partner directly with the Head of HR, HR Business Partners, and senior leaders across the business to design frameworks that actually work—not just look good on paper. You'll also play a key role in building the talent strategies that enable our workforce to grow and thrive in an increasingly AI-enabled environment.

Organizational Design & Effectiveness

• 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.

AI-Enabled Talent Strategy

• 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.

Performance Management

• 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.

Employee Engagement & Listening

• 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.

Diversity, Inclusion & Belonging (DIB)

• 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.

Education

Bachelor's degree in Human Resources, Organizational Development, I-O Psychology, Business Administration, or a related field. Master's degree preferred.

Experience

• 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.

Skills & Competencies

• 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.

Preferred

• SaaS experience.

• SHRM-SCP, SPHR, or similar certification.

• Experience leading talent strategy through organizational transformation or high-growth periods.

Get in on all the awesome at Instructure!

We offer competitive, meaningful benefits in every country where we operate. While they vary by location, here's a general idea of what you can expect:

• 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

We believe in hiring great people and treating them right. The more diverse we are, the better our ideas and outcomes.

Instructure is an Equal Opportunity Employer. We comply with applicable employment and anti-discrimination laws in every country where we operate.

All employees must pass a background check as part of the hiring process. To help protect our teams and systems, we’ve implemented identity verification measures. Candidates may be asked to verify their legal name, current physical location, and provide a valid contact number and residential address, in accordance with local data privacy laws.

Any attempt to misrepresent personal or professional information will result in disqualification.