Director of Talent Management

Essential Functions

Talent Management Strategy

· Develop and execute an integrated talent management strategy aligned with business priorities and long-term workforce needs.

· Partner with senior leaders and HR leadership to identify critical capabilities, emerging talent requirements, and organizational talent risks.

· Establish practical enterprise talent processes, standards, tools, governance, and metrics.

· Translate business strategy into actionable talent, leadership, and organizational capability priorities.

Succession Planning and Talent Reviews

· Lead succession planning for critical positions and leadership roles.

· Establish and facilitate disciplined talent reviews that assess performance, potential, readiness, development needs, and retention risk.

· Partner with leaders to identify successors and create development plans that improve successor readiness.

· Monitor succession coverage and leadership-pipeline health and provide senior leadership with clear visibility into talent risks and opportunities.

· Integrate succession planning with development, internal mobility, recruiting, and workforce planning.

Leadership Development

· Create targeted development experiences, including formal programs, assessments, coaching, mentoring, action learning, job rotations, and stretch assignments.

· Define leadership expectations and competencies that reinforce company culture and business strategy.

· Evaluate development programs using measurable business and talent outcomes.

· Partner with L&D Team on leadership development and adjacent programs.

Performance Management

· Own and continuously improve the performance management philosophy, processes, tools, and annual cycle.

· Strengthen goal setting, performance differentiation, feedback, coaching, and development planning.

· Develop manager capability to conduct meaningful performance, career, and development conversations.

· Ensure individual goals and performance expectations connect to organizational objectives.

· Assist with design and maintenance of performance management elements of HRIS.

Career Development and Internal Mobility

· Build frameworks and tools that enable employees to understand career opportunities and take ownership of their development.

· Develop career pathways for critical functions and talent segments.

· Increase visibility into internal opportunities and encourage movement across functions, businesses, and geographies.

· Promote developmental assignments, job rotations, and cross-functional experiences; including with parent entity and global affiliates.

Talent Analytics and Governance

· Develop and maintain talent metrics and dashboards, including succession coverage, successor readiness, internal mobility, leadership-pipeline strength, development effectiveness, and retention of critical talent.

· Establish consistent definitions and standards for assessing talent, potential, and readiness.

· Use data to evaluate program effectiveness and recommend improvements.

· Prepare talent insights and recommendations for senior leadership.

General Leadership Responsibilities

· Lead, coach, and develop Recruiting Teams and other assigned team members and promote accountability, collaboration, and continuous improvement.

· Partner with HR functional leaders, Legal, IT, Recruiting, business leaders, and Nippon Sanso Holdings stakeholders, as appropriate.

· Manage external vendors, consultants, assessments, and program budgets within approved parameters.

· Perform other duties as assigned.

This position reports directly to the SVP & CHRO