Director, Talent Development

Job Title
Director, Talent Development
Job Description
Position Summary
The Director, Talent Development is a strategic, hands-on learning and talent leader responsible for designing, delivering, and continuously improving high-impact development experiences across People Inc.. Reporting to the VP, Talent Development, this role partners closely with HR Business Partners, and business leaders, to translate business priorities into practical, engaging, and measurable learning and talent solutions.
The Director will help strengthen manager capability, employee growth, leadership pipelines, and a culture of continuous learning. The ideal candidate brings strong business acumen, excellent facilitation presence, modern learning-design expertise, and a demonstrated ability to execute enterprise-wide talent and development initiatives in a fast-paced, collaborative environment.
This position is hybrid in-office, with the ability to work remotely for up to 2 days per week.
Essential Job Functions
Weight % - Accountabilities, Actions and Expected Measurable Results
Learning Strategy, Program Design, and Facilitation — 40%
Design, develop, facilitate, and evaluate learning programs, workshops, leadership offsites, cohort-based experiences, and virtual learning solutions for employees, managers, and leaders.
Lead engaging, high-energy, inclusive facilitation for audiences at all levels, adapting delivery in real time based on participant needs, business context, and group dynamics.
Conduct needs assessments with HRBPs, leaders, and subject-matter experts to identify capability gaps, performance needs, and development opportunities.
Translate business priorities into clear learning objectives, practical curricula, participant materials, facilitator guides, toolkits, and reinforcement resources.
Build and evolve learning pathways for key populations, including early-career employees, new and experienced managers, high-potential talent, and senior leaders.
Create scalable learning experiences using a blended approach that may include instructor-led training, virtual workshops, on-demand content, peer learning, coaching, mentoring, and experiential development.
Apply adult learning principles, inclusive design practices, and sound instructional design methodology to ensure learning is relevant, accessible, engaging, and actionable.
Establish clear success measures for learning programs, including participation, learner feedback, knowledge or skill gain, behavior change, manager feedback, and business impact.
Talent Management and Leadership Development — 30%
Partner with the VP, Talent Development, HRBPs, and leaders to execute core talent management processes, including performance feedback, goal setting, midyear reviews, year-end reviews, 360-degree feedback, talent calibration, and development planning.
Lead the operational planning, communication, tools, resources, training, and stakeholder support required for successful performance management cycles.
Support the facilitation and ongoing refinement of the organization’s 9-box talent-review process, helping leaders calibrate performance and potential, identify development priorities, and create actionable follow-up plans.
Partner with the HRBP team and business leaders to identify high-potential talent, critical roles, readiness needs, and targeted development actions.
Support the design and delivery of succession-planning processes in partnership with the VP, Talent Development, including talent-pipeline development, successor readiness, and individual development planning.
Leverage internal or external coaching programs to strengthen manager effectiveness, leadership capability, and individual development.
Develop practical tools and resources that help leaders conduct high-quality career conversations, performance discussions, feedback conversations, and development planning.
Talent Consulting and Business Partnership — 20%
Serve as a trusted learning and talent development consultant to HRBPs and business leaders, helping diagnose needs and recommend appropriate solutions before escalation to the VP, Talent Development.
Partner with HRBPs to develop learning strategies for client groups that support organizational goals, career growth, manager capability, team effectiveness, and employee engagement.
Advise leaders on effective approaches to leadership development, change adoption, team dynamics, communication, feedback, influence, and emotional intelligence.
Collaborate with the Communications team to develop clear, compelling, and timely messaging that drives awareness, participation, and sustained engagement in learning opportunities.
Build productive relationships with internal stakeholders, external vendors, facilitators, coaches, and subject-matter experts.
Stay current on emerging learning, leadership development, and talent management practices; bring forward practical innovations that fit People Inc’s culture and business needs.
Learning Operations, Technology, and Measurement — 10%
Own and optimize the learning management system (LMS) to ensure an intuitive, well-organized, and engaging learner experience.
Curate and promote learning playlists, on-demand resources, and development content for employees and managers.
Expand and enhance the People Inc. onboarding experience to accelerate new-hire connection, productivity, and cultural integration.
Track participation, adoption, learner satisfaction, completion, and other key indicators; synthesize insights and recommend improvements.
Manage program plans, timelines, budgets, vendor relationships, and project communications to ensure high-quality delivery.
Minimum Qualifications and Job Requirements | All must be met to be considered
Education: Bachelor’s degree in Human Resources, Organizational Development, Business, Psychology, Education, or a related field; equivalent relevant experience will also be considered.
Experience / Specific Knowledge, Skills and Abilities:
Eight or more years of progressive experience in talent development, learning and development, organizational development, talent management, leadership development, or a related HR discipline.
Demonstrated experience designing and facilitating high-impact learning experiences for employees, managers, and/or senior leaders.
Proven ability to lead enterprise-wide learning, leadership-development, performance-management, or talent-management initiatives from concept through implementation and evaluation.
Experience partnering with HRBPs and business leaders to diagnose needs and develop practical, business-aligned development solutions.
Experience supporting talent reviews, succession planning, performance management, high-potential development, or other talent-management processes.