Senior Director - Talent Management and Learning

Position Summary

The Senior Director of Talent Management & Learning is a strategic HR leader responsible for designing and executing the organization's global talent strategy to build a high-performing, future-ready workforce. Reporting directly to the CHRO, this role leads enterprise-wide initiatives across talent management, leadership development, succession planning, performance management, learning and development, and organizational capability.

The Senior Director partners closely with executive leadership and HR Business Partners to identify critical talent needs, strengthen leadership pipelines, accelerate employee development, and foster a culture of continuous learning and high performance. This leader will leverage data, market trends, and business strategy to ensure talent practices enable organizational growth and transformation across global operations.

Key Responsibilities

Talent Management Strategy

• Develop and execute a comprehensive global talent management strategy aligned with business objectives and organizational growth.

• Design and continuously improve talent review processes, succession planning, workforce capability planning, and high-potential programs.

• Lead enterprise talent calibration and succession discussions with executive leadership.

• Build scalable talent frameworks that support career progression, internal mobility, and retention of critical talent.

Learning & Development

• Create and implement a global learning strategy that develops technical, professional, and leadership capabilities.

• Oversee leadership development programs for emerging, mid-level, and senior leaders.

• Evaluate and modernize learning delivery through blended learning, digital platforms, coaching, and experiential development.

• Partner with business leaders to identify capability gaps and develop targeted learning solutions.

• Establish learning metrics to evaluate effectiveness, business impact, and ROI.

Leadership Development

• Design leadership competency frameworks aligned with organizational values and future business needs.

• Develop executive and leadership coaching initiatives.

• Lead assessments, development planning, and leadership readiness programs.

• Support executive succession planning and leadership pipeline development.

Performance & Talent Processes

• Lead the evolution of the organization's performance management philosophy and processes.

• Ensure talent practices encourage continuous feedback, coaching, development, and accountability.

• Integrate performance, development, learning, and succession into a cohesive employee experience.

Organizational Capability

• Partner with HR Business Partners and business leaders to assess organizational capability and future talent needs.

• Support organizational transformation initiatives through capability building and change readiness.

• Identify workforce trends and emerging skills needed to support long-term strategy.

Global Leadership & Partnership

• Collaborate with regional HR leaders to ensure consistency while allowing flexibility for local market needs.

• Serve as a trusted advisor to senior executives on talent and leadership issues.

• Build strong partnerships across HR, business functions, and external vendors.

Analytics & Governance

• Establish talent and learning dashboards using key workforce metrics.

• Monitor effectiveness of talent programs through data and employee insights.

• Ensure compliance with applicable global employment regulations and learning standards.

• Manage budgets, vendor relationships, and technology supporting talent and learning initiatives.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or related field.

• 15+ years of progressive HR experience, including significant leadership in Talent Management and Learning & Development.

• Experience leading enterprise-wide talent initiatives within a global, multi-location organization.

• Demonstrated success building leadership development, succession planning, and learning strategies.

• Strong executive presence with the ability to influence senior leaders.

• Experience using talent analytics and HR technology to inform decision-making.

• Proven change management and organizational development experience.

Preferred

• SHRM-SCP, SPHR, CPTD, or similar professional certification.

• Experience supporting organizations through rapid growth, transformation, or mergers and acquisitions.

• Experience with enterprise learning management systems and talent management platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM, Cornerstone).

Leadership Competencies

• Strategic Thinking

• Executive Influence

• Business Acumen

• Talent Development

• Change Leadership

• Collaboration

• Innovation

• Data-Driven Decision Making

• Global Mindset

• Coaching & Developing Others

Success Measures

Within the first 12–24 months, the Senior Director will be expected to:

• Deliver a comprehensive enterprise talent strategy aligned with business priorities.

• Increase leadership bench strength through measurable succession planning outcomes.

• Launch or enhance leadership development programs with strong participation and business impact.

• Improve employee development and internal mobility metrics.

• Increase engagement with learning programs while demonstrating measurable capability improvements.

• Establish meaningful talent analytics and executive dashboards to guide strategic decisions.

• Strengthen organizational capability to support growth, transformation, and future workforce needs.

Scope of Responsibility

• Leads the global Talent Management and Learning & Development function.

• Oversees enterprise talent programs, leadership development, learning strategy, succession planning, performance management, and organizational capability initiatives.

• Manages external learning partners, assessment providers, and learning technology vendors.

Why Join Us

This is a highly visible leadership opportunity reporting directly to the CHRO with the ability to shape the organization's future through its people. The Senior Director will influence executive decision-making, develop leaders across the enterprise, and build the talent capabilities necessary to drive long-term global success.