Role Summary

The Talent Management Director is responsible for designing and leading the organization’s end-to-end talent strategy to attract, develop, engage, and retain high-performing talent. This role ensures alignment between business strategy and people capabilities, building a strong leadership pipeline and a sustainable performance culture.

Key Responsibilities

Talent Strategy & Workforce Planning

• Define and implement a comprehensive talent management strategy aligned with business objectives
• Lead workforce planning, succession planning, and critical role mapping
• Anticipate future skill needs and build talent capabilities to support growth and transformation

Talent Acquisition & Employer Branding

• Oversee talent acquisition strategy for key and strategic roles
• Strengthen employer brand and candidate experience
• Partner with leadership to ensure hiring aligns with cultural and performance standards

Learning, Development & Leadership

• Design and oversee learning and development frameworks for all levels
• Build leadership development and high-potential programs
• Support executives and managers with coaching, assessment, and development plans

Performance Management & Engagement

• Lead performance management processes, ensuring clarity of expectations and accountability
• Drive employee engagement, retention, and performance culture initiatives
• Analyze talent metrics and translate insights into actionable improvements

Succession & Career Development

• Implement career pathways and internal mobility programs
• Identify and develop future leaders and critical successors
• Ensure continuity for key roles and leadership positions

Stakeholder Management & Governance

• Partner closely with executive leadership and HR teams
• Ensure compliance with labor regulations and HR governance standards
• Manage external partners (recruitment firms, assessment providers, learning vendors)

Qualifications & Experience

• 8–12+ years of experience in talent management, HR leadership, or organizational development
• Proven experience designing and implementing talent strategies in complex or growing organizations
• Strong background in leadership development and performance management
• Experience working with senior leadership and executive teams