Description
Role Overview
The Talent Strategy Director serves as a principal strategic partner to Human Resources (HR) Business Partner Leaders and their teams supporting global business organizations. This role is responsible for architecting and driving the long-range talent strategy for the Business Unit (BU) by consulting on business-specific needs, talent priorities, and desired outcomes. As a critical conduit between the business and the Talent Center of Excellence (CoE), the Talent Lead scales enterprise-wide initiatives while designing and helping to implement bespoke solutions that drive business value. You will straddle big-picture strategy and large-scale operational effectiveness to ensure global leadership teams are equipped for the future.
Primary Responsibilities
Strategic Talent Partnership
Business Alignment: Use deep and broad business understanding to provide strategic guidance on long-term talent priorities and organizational health.
Executive Strategy: Partner with HRBPs to drive and facilitate executive-level talent strategies, including critical role succession planning, talent movement, and organizational design.
Capability Gap Analysis: Proactively identify organizational capability gaps within the BU and make data-driven recommendations to leadership to mitigate talent risks.
Innovation & Scaling
COE Collaboration: Represent the BU perspective with CoE partners to innovate, design, and test talent management programs (promotions, talent reviews, etc.) before global rollout.
Implementation Excellence: Lead the BU-specific plan to scale talent programs consistently. This includes managing change strategy, communication plans, and enablement for senior leaders.
Global Integration: Connect with Talent Leads and CoE partners globally to ensure feedback loops are effective and that talent initiatives are aligned with the broader corporate ecosystem.
Insights & Influence
Data-Driven Narrative: Analyze talent data and HRIS insights to identify "blocks" in the talent pipeline, proposing solutions and communicating a sound narrative to senior stakeholders.
Subject Matter Expertise: Serve as the resident expert on high-performance culture, performance consulting, and leadership development for the HR teams.
Cross-Functional Networking: Build a robust network across Recruiting, DEI, People Analytics, and Total Rewards to ensure the BU’s voice is represented in all company-wide talent priorities.
Required Qualifications
Experience: Extensive experience (typically 10+ years) in Talent Management, Organizational Development, or as an HR Business Partner within large, fast-paced, global organizations.
Transformational Leadership: A proven track record of building deep relationships and providing strategic guidance in a complex, matrixed industry.
Change Mastery: Expert-level change management skills at the individual, team, and organizational levels.
Execution & Pivot: The ability to flex between high-level strategy and the operational details of program management, with the agility to pivot as business priorities change.
Influence: Proven ability to partner effectively across functions and influence senior leaders without direct authority.
Analytical Rigor: Strong ability to analyze complex data sets to see opportunities and translate them into actionable recommendations.
Preferred Qualifications
Executive Coaching: Practical experience providing formal or informal coaching and development to senior executives.
Systems Expertise: Proficiency in utilizing enterprise Talent Management tools and standard processes to achieve business objectives.
Pipeline Knowledge: Deep understanding of leadership competencies and the evolving demands of a modern leadership pipeline.