Barrick - Director, Talent Management

JOB PURPOSE

Provide strategic leadership and direction for the company's enterprise-wide talent management, succession planning, leadership development, and learning & development strategies. Responsible for establishing the vision, governance, and long-term direction of talent management programs and ensuring alignment with business priorities, organizational capability requirements, and workforce needs. Partner with executive leadership, site leadership, and Human Resources to strengthen the company's leadership pipeline, identify and develop critical talent, and build organizational capabilities that support sustainable business performance. Oversee the development and effectiveness of talent management frameworks, programs, and processes, ensuring consistent application, accountability, and continuous improvement across the organization. Lead and develop the Talent Management function, including management-level leadership and supporting resources.

RESPONSIBILITIES

• Establish and lead the enterprise talent management strategy, ensuring alignment with the company's business objectives, workforce priorities, and long-term organizational needs.
• Provide strategic direction and governance for the company's talent management framework, including performance management, talent reviews, succession planning, leadership development, and individual development planning.
• Partner with executive leadership, HR leadership, and site leaders to assess organizational capabilities, identify critical talent needs, and develop strategies to strengthen leadership effectiveness and organizational bench strength.
• Establish the company's succession management philosophy and framework, ensuring critical and essential positions have appropriate succession coverage and actionable development strategies.
• Oversee the annual talent management cycle, ensuring performance, talent assessment, succession planning, and development processes are integrated, consistently applied, and aligned with broader organizational priorities.
• Provide strategic oversight of leadership and management development initiatives, ensuring programs build the capabilities required to support current and future business needs.
• Direct the evolution of enterprise learning and development strategies, establishing priorities for leadership development, technical capability development, and organizational learning.
• Partner with executive and site leadership to evaluate organizational effectiveness, leadership capabilities, and workforce development needs, translating findings into sustainable talent strategies.
• Establish governance and accountability measures for talent management programs, evaluating effectiveness, identifying opportunities for improvement, and ensuring consistent application across business units and locations.

Essential Functions

• Provide oversight of employee engagement and organizational culture initiatives, ensuring survey results are translated into meaningful action plans that support employee effectiveness, leadership accountability, and organizational improvement.
• Champion a culture of continuous development, performance accountability, and internal career growth by strengthening talent identification, development opportunities, and leadership readiness.
• Oversee the strategic direction and effectiveness of enterprise development programs, including the Compass Development Program, MTC and Intern programs, Manager Development Program, Supervisor Essentials Program, and other leadership and professional development initiatives.
• Collaborate with Human Resources and Total Rewards leadership to ensure talent management strategies are integrated with workforce planning, job architecture, performance expectations, and compensation processes.
• Represent the Talent Management function in executive-level discussions, providing insight, recommendations, and reporting on organizational talent, succession readiness, leadership development, and program effectiveness.
• Establish and monitor key performance indicators for the Talent Management function, evaluating program outcomes, organizational readiness, and progress against strategic objectives.
• Provide leadership and direction to the Talent Management team, establishing priorities, developing management capability, and ensuring appropriate resources and accountability for achieving business objectives.
• Monitor and reinforce compliance with company HS&E policies, procedures, and mandatory requirements within the area of responsibility, promoting a culture of Zero Harm and accountability.
• Build organizational capability within the Talent Management function through leadership development, professional growth, and succession planning for key team members.

QUALIFICATIONS

Work Experience

• Extensive progressive experience in human resources, talent management, organizational development, or a related function, with significant responsibility for enterprise talent strategies and programs. Required
• Extensive leadership experience overseeing talent management functions, including succession planning, performance management, leadership development, and organizational capability initiatives. Required
• Demonstrated ability to develop and execute enterprise strategies that translate business objectives into effective talent and workforce development solutions. Required
• Significant experience partnering with executive leadership and senior stakeholders to influence organizational decisions, assess talent needs, and drive strategic initiatives. Required
• Experience leading organizational development, leadership pipeline, and succession management strategies within a complex, multi-site, or geographically dispersed organization. Required
• Background establishing program governance, performance measures, and accountability frameworks to evaluate organizational and program effectiveness. Required
• Experience leading and developing management-level professionals and building high-performing teams. Required

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Education

• Bachelor's Degree in Human Resources, Organizational Development, Business Administration, Psychology, or a related field. Required
• Master's Degree in Human Resources, Organizational Development, Business Administration, or a related discipline. Preferred
• SHRM-SCP, SPHR, or equivalent professional certification. Preferred

OUR MISSION

To be the world’s most valued gold and copper mining business by finding, developing, and owning the best assets, with the best people, to deliver sustainable returns for our owners and partners.

OUR CORE VALUES

• Zero Harm - We value safety and health above all else and we take personal responsibility and ownership as one team.
• Fit for Purpose - We keep it simple – delivering fit for purpose solutions.
• Responsible and Accountable - We act as owners, challenge each other as peers, learn and build on successes.
• Partnerships - We foster genuine partnerships, and deliver on our commitments.
• Build a Sustainable Legacy - We earn our social license by being part of our host communities, managing the impact of our operations and building a sustainable legacy.
• Results Driven - We are results driven through agile decision making and disciplined execution.
• World-Class People - Attract and develop strong, world-class people who are informed and involved in the processes of the company.
• Who act with integrity, and are tireless in their pursuit of excellence. Be Honest, Transparent and Act with Integrity.
• We communicate directly, honestly and transparently.

ONE TEAM • ONE MISSION