Director – Talent Management & Analytics

The Director, Talent Management and Analytics serves as the primary lead for all performance management, talent review processes, team member assessment and acts as a subject matter expert on talent process development, outcomes and organizational design. This unique role will also run point on our organization’s Talent Analytics strategy and build with the opportunity to craft a integrated solution to support the organization’s needs. In the role, the chosen leader will partner with business leaders, HR Business Partners, and HR CoEs to identify opportunities across the employee lifecycle to support the creation of tools, programs and data that lead to an enhanced employee experience and intentional growth and/or selection of team member talent. 

The Director is responsible for leading the collaborative implementation of high-impact performance management and succession planning as well as developing, implementing, and optimizing organizational design fundamentals, structures, processes, and systems that align with the strategic goals of the organization. 
 

• Bachelor’s degree in human resources, Business Administration, or a related field; a master’s degree is preferred.
• Eight+ years’ of related experience.
• Proven experience as a Talent Management Manager or similar role, with a focus on talent management, performance management, succession planning, and employee development.
• Strong knowledge of talent management best practices, including talent acquisition strategies, performance management systems, and employee engagement initiatives.
• Excellent interpersonal and communication skills, with the ability to build relationships and influence stakeholders at all levels.
• Demonstrated ability to manage multiple priorities and work in a fast-paced, dynamic environment.
• Analytical mindset with the ability to leverage data and metrics to drive insights and make data-driven decisions.
• Proficiency in HRIS, talent management systems, and other relevant HR tools.
• Strong organizational skills and attention to detail.

Performance management and talent development:

• Manage and execute annual performance management, talent review & succession calendar that includes key dates / activities for employees, managers, HR Business Partners and TM / HRIS System maintenance. Monitor progress toward this plan to ensure all processes remain on-schedule.
• Operationalize the performance management process from goal setting, progress updates, talent profile and career discussions, performance review, and calibration.
• Partner with Communications for communication & training plans to support key performance management and talent review processes and timelines.
• Coordinate with HRIS and IT to define, develop, optimize, test, document, train and implement key performance and talent reviews within Oracle.
• Collaborate with HR Business Partners to measure effectiveness and to make enhancements as needed.
• Act as a trusted advisor to provide expertise on how to identify and invest in critical talent, as well as influence key talent decisions to ensure that the right people are in critical roles and framework capture culture and engagement needs.

Key Talent Development & Talent Analytics:

• Lead the talent needs analysis, to validate talent readiness, execute deeper gap analysis and/or round out strategic assessment strategy.
• Align with Learning & Development to assess internal Leadership development and HiPo development programs to ensure alignment with key talent development objectives and outcomes.
• Design and deliver the OD framework for HR stakeholders which are adopted and valued by the enterprise, building upon the job architecture in place.
• Leads HR analytics and reporting sub function, including the development of dashboards, predictive analytics, and workforce metrics. Champions the evolution of HR data analytics—from descriptive to predictive.

Early Career Talent:

• Design, develop, and manage early career programs, including internship and rotational development programs aligned with the organization’s talent strategy and workforce planning needs.
• Lead the end-to-end implementation of programs, including recruitment planning, onboarding, engagement activities, performance management, and conversion strategies to build a strong early career talent pipeline.
• Develop and implement rotational program frameworks, including role design, placement logistics, mentorship, career development pathways, networking events, and ongoing support initiatives.
• Establish program metrics and evaluate effectiveness through feedback, performance data, and business outcomes, using insights to drive continuous improvement.
• Stay current with industry trends and best practices in early talent development to ensure programs remain competitive and impactful.

Leadership and other duties:

• Design and direct the work of the functional area. Selects, coaches, and develops the team, setting objectives that align with company strategy to inspire and motivate the team. Manages organizational talent through performance management, succession planning, and development. Designs and directs processes by which team and individual performance are recognized, feedback is consistently delivered, and performance is systematically improved.
• Work closely with stakeholders to ensure all programs are inclusive and aligned with the Signature People strategies.
• Support other Talent Management or Engagement projects, where needed.