JOB SUMMARY
The Director, Talent Management develops and provides strategy, vision, and direction to the Talent Management Center of Excellence (COE), implementing company-wide policies and practices. They lead activities through Managers within the Talent Acquisition, Learning & Development, Career Development, Succession Planning, and Performance Management teams. The role assesses intangible variables and anticipates market influences to establish and develop broader company strategies, translating them into multi-departmental objectives. The Director makes decisions that have a long-term impact on the organization, interacting with internal and external executive-level management, negotiating critical matters, and influencing policymaking. They partner closely with the executive leadership team to align talent management strategies with company objectives, driving innovation and solutions across the organization.
RESPONSIBILITIES / DUTIES
Complexity & Problem Solving:
Skillfully manages abstract concepts across Talent Management, evaluating intangible variables to identify and evaluate underlying issues.
Develops and implements a comprehensive, integrated global talent management strategy that aligns with the organizationโs mission, values, and strategic goals.
Collaborates with leadership to define and prioritize critical organization requirements, including organization and leadership capabilities, key strategic priorities, and talent segments requiring specific focus.
Uses data and analytics to inform strategy, planning, and program design, assess the effectiveness of talent management programs, and makes data-driven continuous improvement decisions.
Discretion & Impact:
Responsible for shaping and executing the companyโs overarching talent management strategy, translating it into departmental objectives.
Errors in decision-making could significantly impact the companyโs ability to attract, develop, and retain top talent over an extended period.
Leads Workday talent processes, including business processes, communication planning, enhancements, and data governance.
Leads the design and execution of a robust performance management system that aligns individual performance with organizational goals.
Implements strategies to recognize and reward high performance and manage underperformance through appropriate interventions.
Collaboration & Interaction:
Interacts with key internal and external executive-level stakeholders, negotiating critical matters and shaping policy and strategy through effective communication.
Partners with senior leadership, HRBPs, and other key stakeholders to ensure strategic alignment on purpose/intent, shared ownership, and implementation support for talent management initiatives.
Communicates talent management strategies, programs, and results to stakeholders at all levels of the organization.
Collaborates with HR Operations, Technology & Services team to develop a digital/technology and data/insights optimization plan to enable the talent management strategy.
Management & Supervision:
Leads the Talent Acquisition, Learning & Development, Career Development, Succession Planning, and Performance Management areas, overseeing managers and individual contributors responsible for their successful operation.
Drives innovation and solutions across these areas, ensuring alignment with organizational priorities.
Develops and implements global talent acquisition strategies to attract and hire diverse, high-quality candidates.
Oversees the recruitment process, including sourcing, interviewing, and selection, ensuring alignment with organizational goals and values.
Oversees Executive Onboarding tools and processes, ensuring a best-in-class new leader experience through onboarding and assimilation activities for external hires and pipeline internal promotions.
Designs and leads the implementation of comprehensive learning and development programs that address the needs of employees at all levels.
Oversees the development and delivery of training programs, including leadership development, technical skills training, and soft skills development.
Implements and manages a learning management system (LMS) to track and evaluate the effectiveness of training initiatives.
Develops and implements career development frameworks and pathways to support employeesโ growth and advancement within the organization.
Provides guidance and tools for career planning and progression, including mentorship and coaching programs.
Develops and implements succession planning strategies to ensure a robust pipeline of talent for key leadership and critical roles.
Responsible for developing the strategy, designing the processes, managing projects, and ensuring stakeholder alignment for FHI 360โs enterprise-wide talent review and succession planning. This includes top leadership and critical roles, potentially involving CEO succession, as well as executive selection and onboarding.
Aggregates talent data to identify nominees for High Potential development programs, assessment cohorts, and other developmental opportunities, ensuring high-potential employees have plans in place to prepare them for future leadership positions.
Collaborates with senior leadership to assess and address succession risks and opportunities.
Integrates DEI principles into all talent management strategies and practices to build a diverse and inclusive workforce.
Collaborates with HR and leadership teams to develop initiatives that promote DEI throughout the talent management lifecycle.
Embraces other duties as assigned, contributing to the teamโs multifaceted and evolving responsibilities.
QUALIFICATIONS
Knowledge & Skills:
Demonstrates strong strategic thinking and planning skills, aligning talent management strategies with organizational objectives.
Extensive knowledge of HR best practices, regulatory requirements, and global trends in talent management.
Proficiency in HRIS, LMS, and other talent management technologies enhances their ability to drive effective program implementation.
Executive presence and influence capabilities.
Strong analytical skills with the ability to interpret data and make data-driven decisions.
In-depth knowledge of HR best practices, trends, and regulatory requirements in various countries.
Commitment to the mission and values of the organization.
High degree of integrity, professionalism, and confidentiality.
Strategic thinker with a proactive approach to problem-solving.
Ability to collaborate and get things done in a matrix organizational structure.
Culturally sensitive with the ability to work effectively in a diverse, global environment.
Strong grasp of how to coach a variety of high-potential and promotable individuals.
Experience in coaching, consulting, or strategic business partnerships within HR.
Experience in integrated talent acquisition, learning and development, career development, succession planning, and performance management programs.
Track record of building and executing talent management strategies aligned with organizational priorities.
Minimum Qualifications:
Bachelorโs degree in Human Resources, Business Administration, or related field, or its international equivalent.
Minimum of 15 years of progressive HR experience with a focus on Talent Management, including at least 8 years in a leadership role within a global organization; or 12 years with a masterโs degree; or 9 years with a PhD; or equivalent combination of relevant education and experience.
Must have experience working globally, with a focus on projects in developing countries.
Preferred Qualifications:
Masterโs degree in a related field.
Certifications such as SHRM-SCP, SPHR, or leadership assessments are preferred.
Internal or external consulting experience.
Experience in the non-profit or international development sector.
We welcome candidates with other relevant certifications or their international equivalents.
TRAVEL
Travel requirements may vary but could involve up to 15%, depending on global engagement requirements, encompassing both international and domestic travel.
TYPICAL PHYSICAL DEMANDS
Typical office environment. Constantly uses a computer and other office productivity machinery, such as a calculator, copy machine, and computer printer. Must be able to remain in a stationary position 50% of the time.
TECHNOLOGY
Computer/Laptop, Microsoft applications (i.e., Office 365, SharePoint, Skype/Zoom/Teams), cell phone/mobile technology, and standard office equipment.
The expected US Based hiring salary range for this role is listed below. Candidate FHI 360 pay ranges represent national averages that vary by geographic location. When determining an offer amount, FHI 360 factors in multiple considerations, including but not limited to: relevant years of experience and education possessed by the applicant, internal equity, business sector, and budget.
Base salary is only one component of our offer. FHI 360 contributes 12% of monthly base pay to a money purchase pension plan account. Additionally, all US based staff working full-time, which is calculated at 40 hours/week, receive 18 days of paid vacation per year, 12 sick days per year, and 11 holidays per year. Paid time off is reduced pro rata for employees working less than a full-time schedule.
US Based Hiring Salary Range: $180,000 - $220,000
International hiring ranges will differ based on location.
This job posting summarizes the main duties of the job. It neither prescribes nor restricts the exact tasks that may be assigned to carry out these duties. This document should not be construed in any way to represent a contract of employment. Management reserves the right to review and revise this document at any time.
FHI 360 is an equal opportunity and affirmative action employer whereby we do not engage in practices that discriminate against any person employed or seeking employment based on race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, marital status, physical or mental disability, protected Veteran status, or any other characteristic protected under applicable law.
Our values and commitments to safeguarding: FHI 360 is committed to preventing any type of abuse, exploitation and harassment in our work environments and programs, including sexual abuse, exploitation and harassment. FHI 360 takes steps to safeguard the welfare of everyone who engages with our organization and programs and requires that all personnel, including staff members and volunteers, share this commitment and sign our code of conduct. All offers of employment will be subject to appropriate screening checks, including reference, criminal record and terrorism finance checks. FHI 360 also participates in the Inter-Agency Misconduct Disclosure Scheme (MDS), facilitated by the Steering Committee for Humanitarian Response. In line with the MDS, we will request information from job applicantsโ previous employers about any substantiated findings of sexual abuse, exploitation and/or harassment during the applicantโs tenure with previous employers. By applying, job applicants confirm their understanding of these recruitment procedures and consent to these screening checks.
FHI 360 will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws.
FHI 360 will never ask you for your career site username or password, and we will never request money, goods or services during the application, recruitment or employment process. If you have questions or concerns about correspondence from us, please email CareerCenterSupport@fhi360.org.
FHI 360 fosters the strength and health of its workforce through a competitive benefits package, professional development and policies and programs that support a healthy work/life balance. Join our global workforce to make a positive difference for others โ and yourself.
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