The Global Advisor, Talent, Leadership & Organizational Effectiveness partners with business and HR leaders to strengthen leadership capability, organizational effectiveness, workforce readiness, and talent outcomes across the enterprise.

This role designs, implements, and continuously evolves talent, leadership, and organizational effectiveness solutions that enable business strategy and transformation. Through talent intelligence, succession planning, leadership development, organizational effectiveness, and workforce capability strategies, the role helps ensure Ingram Micro has the leadership strength, critical skills, and organizational agility needed to succeed in a rapidly changing business environment.

Working within a globally aligned framework with localized adaptation, the role enables leaders to make objective talent decisions, build future-ready teams, strengthen leadership pipelines, improve organizational health, and accelerate business performance.

The ideal candidate combines expertise in talent and leadership development with a strong understanding of organization effectiveness, change, and capability building. They are equally comfortable consulting with senior leaders, interpreting workforce insights, facilitating learning experiences, and designing scalable enterprise solutions.

This full-time position is based in Irvine, California and reports to the Global Director, Talent Management & Organizational Development.

The Impact You'll Make

Enable Organizational Capability and Workforce Readiness

• Partner with business leaders and HR teams to identify current and future capability requirements and develop talent and organizational strategies aligned to business priorities.
• Support enterprise transformation initiatives by strengthening leadership capability, workforce readiness, organizational health, and change adoption.
• Help leaders translate business strategy into capability-building actions that improve organizational performance and future competitiveness.

Build Strong Leadership Pipelines

• Lead enterprise talent processes including Success Profiles, Talent Assessment Process (TAP), succession planning, leadership assessments, development planning, and internal mobility initiatives.
• Identify critical talent risks and opportunities, strengthening bench strength for key leadership and business-critical roles.
• Facilitate objective, data-driven talent discussions that improve leadership readiness and succession outcomes.

Strengthen Leadership Effectiveness

• Design and deliver leadership and manager development solutions that strengthen strategic thinking, people leadership, decision-making, adaptability, and business acumen.
• Facilitate leadership workshops, talent forums, cohort learning experiences, and development programs that drive measurable growth and behavior change.
• Partner with leaders to accelerate the effectiveness of high-potential talent and emerging leaders.

Advance Organizational Effectiveness

• Support organization effectiveness initiatives including operating model evolution, organizational design projects, team effectiveness interventions, leadership alignment, and culture initiatives.
• Apply organization development principles to improve collaboration, accountability, decision effectiveness, and overall organizational performance.
• Help leaders navigate periods of growth, transformation, and organizational change.

Leverage Talent Intelligence and Analytics

• Use Workday and people analytics tools to identify trends, capability gaps, succession risks, retention risks, and workforce opportunities.
• Translate talent data into practical recommendations that influence workforce and talent decisions.
• Develop meaningful measures of success and communicate the impact of talent and organizational development initiatives through business-relevant outcomes.

Foster Engagement and High Performance

• Lead the employee engagement survey process, including design, deployment, analysis, action planning, and organizational follow-through.
• Partner with leaders to strengthen engagement, inclusion, leadership effectiveness, and organizational culture.
• Drive initiatives that enhance associate experience while supporting a high-performance environment.

Drive Future Skills and Capability Development

• Help identify emerging skill requirements needed to support evolving business strategies, digital transformation, and AI-enabled ways of working.
• Develop scalable capability-building approaches that prepare leaders and employees for future business needs.
• Continuously assess external trends and bring innovative thinking into talent, leadership, and organizational effectiveness practices.

The Expertise You'll Bring

Experience

You may be a great fit if you have:

• 10+ years of progressive experience in talent management, leadership development, organizational development, organization effectiveness, change management, or related HR disciplines.
• Demonstrated experience designing and implementing talent strategies, succession planning, leadership development programs, Success Profiles, and talent review processes.
• Experience supporting organizational transformation, culture change, workforce capability development, or organization effectiveness initiatives.
• Strong track record of influencing senior leaders and stakeholders within complex, matrixed organizations.
• Experience delivering global or multi-region talent and organizational development initiatives.
• Proven ability to balance strategic thinking with strong execution and delivery.

Certifications (Preferred)

• Korn Ferry assessment or facilitator certification.
• SHRM-CP, SHRM-SCP, CIPD, or equivalent HR certification.
• Professional coaching accreditation (for example, ICF).
• Change management certifications such as Prosci or similar methodologies.

Technical Skills

• Strong expertise in talent management, leadership development, succession planning, organizational effectiveness, and capability building.
• Proficiency with Workday Talent, Succession, Learning, and related people analytics platforms.
• Strong data literacy and ability to translate workforce insights into actionable business recommendations.
• Experience with organizational diagnostics, talent analytics, employee listening, and workforce capability assessment.
• Excellent facilitation, consulting, stakeholder-management, communication, and project leadership skills.
• Knowledge of emerging trends in skills-based talent management, internal mobility, workforce planning, digital learning, talent intelligence, and AI-enabled workforce transformation.
• Proficiency in Microsoft 365 and related productivity tools.

The typical base pay range for this role across the U.S. is USD $116,000.00 - $197,200.00 per year.

The ranges above reflect the potential annual base pay across the U.S. for all roles; the applicable base pay range will depend on the candidate’s primary work location, pay grade, and variable compensation plan. Individual base pay within each range depends on various factors, in addition to primary work location, such as complexity and responsibility of role, job duties/requirements, and relevant experience and skills. Base pay ranges are reviewed and typically updated each year. Offers are made within the base pay range applicable at the time of hire. New hires starting base pay generally falls in the bottom half (between the minimum and midpoint) of a pay range.

At Ingram Micro certain roles are eligible for additional rewards, including merit increases, annual bonus or sales incentives and long-term incentives. These awards are allocated based on position level and individual performance. U.S.-based employees have access to healthcare benefits, paid time off, parental leave, a 401(k) plan and company match, short-term and long-term disability coverage, basic life insurance, and wellbeing benefits, among others.

This is not a complete listing of the job duties.  It’s a representation of the things you will be doing, and you may not perform all these duties.