Global Talent Development Strategy Director

Description

We are seeking a talented Global Talent Development Strategy Director to join our team, ideally based in the U.S. (Eastern or Central time zones) with the ability to travel up to 25% as needed.

As the Global Talent Development Strategy Director, you will lead the design and execution of enterprise-wide learning and talent development strategies that strengthen our entire talent ecosystem. You bring deep expertise in connecting Learning & Development to critical processes such as performance management, succession planning, career development, and organizational capability building. In this role, you will address our talent processes by driving strategic capability & process integration, developing evidence-based strategies, and fostering strategic partnerships and collaboration across the organization to build a future-ready workforce.

In this role, you will make an impact in the following ways:

Lead Enterprise Talent Strategy - Drive the development global learning and talent strategies that integrate with performance management, succession planning, and career development. Ensure these strategies strengthen the overall talent ecosystem and align with business priorities.

Enable Skills-Based Talent Strategies - Connect enterprise skills frameworks to career pathways, learning experiences, and talent processes. Support a skills-driven approach to workforce planning that enhances mobility and capability development, while ensuring scalability and adaptability for a global workforce of 80,000 employees.

Apply Research and Market Insights - Continuously synthesize academic research, industry benchmarks, and emerging trends into actionable strategies. Adapt insights to address organizational challenges and future capability needs across diverse contexts.

Develop Practitioner-Ready Frameworks and Tools - Build clear, implementable strategies, decision-making frameworks, and process guides that enable consistent execution. Ensure tools are user-friendly and designed to solve real business problems.

Embed DEI Principles and Design for Diverse Audiences - Integrate diversity, equity, and inclusion into all strategies and solutions. Design programs that work for all employee segments—from plant floor supervisors to corporate knowledge workers—ensuring equitable access and outcomes.

Collaborate Across HR and Business Functions - Engage early and iteratively with stakeholders across Talent Development, HR, and business units to co-create solutions. Deliver strategies that answer specific business questions with clear implementation paths.

Integrate Business Acumen and Practical Innovation - Design solutions that align with business workflows and operational realities, minimizing complexity while maximizing adoption. Balance innovation with pragmatism by optimizing for speed-to-deployment and ease-of-use.

Drive Accountability and Execution Excellence – Demonstrate ownership for delivering high-quality work on time and aligned with stated business needs. Manage priorities proactively, seek input to strengthen solutions, and adapt approaches to diverse stakeholder groups.

Influence and Navigate Organizational Complexity - Build stakeholder alignment across a global, matrixed organization. Champion adoption of strategic initiatives, leverage organizational savvy, and promote diversity, equity, and inclusion in all aspects of strategy design and execution.

Responsibilities

To be successful in this role you will need the following:

Facilitate Constructive Conflict - Create an environment where differing perspectives are openly shared and debated in a respectful, solution-focused manner. Use structured dialogue techniques to surface issues, resolve disagreements, and drive alignment on strategic decisions without compromising relationships or organizational goals.

Change Management - Applies structured processes and tools to lead individuals and organizations through change. Ensures engagement, adoption, and sustainability of new initiatives to achieve desired business outcomes.

Stakeholder Consulting - Partners with stakeholders to assess organizational needs and apply sound judgment informed by experience and expertise. Diagnoses challenges and identifies opportunities to deliver holistic solutions that balance employee needs with organizational priorities.

Data Analytics - Interprets and communicates both qualitative and quantitative data to uncover insights. Uses statistical methods, data visualization, and problem-solving approaches to identify patterns and inform data-driven decisions that impact talent strategies.

Business Insight - Demonstrates a strong understanding of business operations and market dynamics. Applies this knowledge to align talent development strategies with organizational goals and drive measurable impact.

Communicates Effectively - Crafts and delivers clear, audience-specific messages across multiple channels. Ensures communication is timely, transparent, and tailored to the unique needs of different stakeholders.

Values Differences & Global Perspective - Recognizes and leverages the value of diverse perspectives and cultural backgrounds. Approaches issues with a global mindset to create inclusive strategies that resonate across regions.

Cultivates Innovation & Organizational Savvy - Creates new and better ways for the organization to succeed while navigating complex policies, processes, and organizational dynamics. Demonstrates agility and creativity in problem-solving.

Qualifications

Education/Experience

Master's degree in Organizational Development, Industrial/Organizational Psychology, or related field preferred.

Demonstrated experience developing and implementing enterprise-wide talent strategies in complex, global organizations.

Proven track record of designing integrated talent solutions that span multiple HR processes.

Experience working in or designing strategies for manufacturing or industrial environments strongly preferred.

Minimum 6+ years of progressive experience in talent management, organizational development, or learning and development strategy.

Ability to travel up to 25% as required.

Compensation

Please note that the salary range provided is a good faith estimate on the applicable range. The final salary offer will be determined after considering relevant factors, including a candidate’s qualifications and experience, where appropriate.