Talent Management Director, OpenGov

• 10+ years of experience in talent management, organizational development, or related HR functions
• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field; advanced degree preferred
• Proven experience designing and implementing talent strategies in a dynamic, fast-paced environment
• Strong background in performance management, leadership development, and succession planning
• Demonstrated ability to influence and collaborate with senior leaders and stakeholders
• Exceptional project management and organizational skills with a focus on execution
• Strong analytical and problem-solving capabilities, with the ability to use data to inform strategy

Desirable

• The Talent Management Director is a strategic, execution-driven leader responsible for designing, operationalizing, and continuously improving enterprise talent programs that attract, develop, and retain top talent
• This role owns end-to-end delivery of core talent initiatives—including performance management, succession planning, career development, leadership programs, and engagement mechanisms—ensuring they are scalable, well-communicated, and tightly aligned to organizational priorities
• This leader partners closely with HRBPs, HR COEs, People Operations, and business leaders to ensure programs are effectively planned, launched, adopted, and measured
• They bring strong program management discipline, outstanding communication capabilities, and a mindset of continuous improvement grounded in analytics, feedback, and business partnership
• Fully own planning, design, implementation, and continuous improvement of enterprise-wide talent programs (performance management, career development, succession planning, leadership programs, engagement mechanisms, etc.)
• Own the operational rhythm of all talent programs, including planning, launch, reminders, tracking, and escalation
• Create and manage operational frameworks that enable consistent, scalable program delivery across HR
• Develop and manage program timelines, work-back schedules, stakeholder engagement plans, rollout calendars, risk mitigation, and change-management efforts
• Conduct pre-planning and alignment sessions with HR COEs, HRBPs, and People Operations to ensure clear roles, responsibilities, and delivery milestones
• Partner closely with HR Tech to ensure all systems, workflows, forms, templates, timelines, and program logic are properly configured and tested before launch
• Lead or support UAT (User Acceptance Testing) for all talent system configurations; validate accuracy, troubleshoot issues, and ensure readiness for company-wide rollout
• Own issue resolution during program cycles, including troubleshooting, escalation management, and real-time decision-making to ensure successful execution
• Gather feedback from leaders, employees, HR teams, and post-mortem evaluations to refine processes and improve future cycles
• Create, maintain, and govern all program documentation — including FAQs, toolkits, guides, facilitator materials, communication plans, templates, and process maps — ensuring accuracy, clarity, and consistency
• Establish and maintain standard operating procedures (SOPs) for all talent programs to support consistent execution across cycles and HR teams
• Know when and how to bring in key stakeholders—including HRBPs, People Operations, Compensation, and senior business leaders—to ensure alignment, adoption, and successful execution
• Partner with HRBPs on program delivery, calibrations, leader engagement, and ongoing coaching for their business units
• Provide clear, timely updates to HR leadership and cross-functional partners on progress, risks, and outcomes
• Build all communications related to talent programs across the company, including Slack announcements, email campaigns, intranet updates, and manager toolkits
• Tailor messaging and materials for different audiences (employees, managers, senior leaders, etc.)
• Drive completion rates for required programs by providing reminders, clarity, tools, and partnership with HRBPs and departmental leaders
• Own change-management strategy for major program shifts, ensuring clarity, simplicity, and high adoption
• Oversee the performance management strategy and annual/performance cycles end-to-end
• Build training for managers and employees on effective goal setting, feedback practices, calibration readiness, and performance expectations
• Supporting HRBPs and leaders to run effective calibrations through comprehensive materials, actionable analytics, facilitation support, and decision-making tools
• Design and deliver development programs aligned to organizational needs, including leadership development, management capability building, and career pathways
• Partner with HR COEs to integrate learning content into talent processes and ensure alignment with broader development strategies
• Evaluate program effectiveness through surveys, data, participation metrics, and feedback loops
• Develop and deliver live training sessions for employees, managers, HRBPs, and leaders to support program understanding and adoption
• Build asynchronous enablement resources — including videos, walkthroughs, and step-by-step guides — to ensure scalable program education and readiness
• Own the company-wide employee engagement program, including enterprise-level readouts and voice-of-employee insights
• Lead the development and management of platforms and processes used to collect and interpret employee feedback
• Synthesize survey and feedback data into meaningful narratives that inform organizational priorities
• Manage the action-planning framework and partner with HRBPs and leaders to drive meaningful follow-through
• Create tools, resources, and course materials that enable leaders to understand engagement results and execute effective action plans
• Track progress, measure impact, and ensure accountability for improvements across business units
• Own program dashboards, KPIs, operational reporting, and health metrics to track program performance and adoption
• Monitor real-time participation and progress during program cycles and drive corrective actions where needed
• Pull and analyze program metrics, including participation, completion rates, performance distribution, engagement insights, succession pipelines, and capability trends
• Provide reporting, dashboards, and insights to HRBPs and leaders, enabling data-driven decision-making within business units
• Use data to identify gaps, measure program effectiveness, and recommend enhancements