Enrich the lives of older adults through community, choice, and continuing care in the Director of Talent Management role. The Director of Talent Management is responsible for designing, leading, and continuously improving the organization's talent strategy to ensure Wesley has the leadership capability, workforce readiness, and employee development programs necessary to achieve its mission and strategic goals.

This role serves as the organization's subject matter expert for performance management, talent reviews, succession planning, leadership development, and learning and development strategies. The position balances strategic planning with hands-on execution, partnering closely with leaders across the organization to build a high-performance culture focused on accountability, growth, and readiness. The Director of Talent Management develops enterprise-wide talent solutions while also serving as the operational owner of key processes, tools, systems, communications, training, and reporting related to talent management initiatives. Find your sense of belonging at Wesley!

You will provide continuing care through these responsibilities.

The essential functions of this role require the employee to work primarily at a Wesley location. This position is not designated as remote and is not eligible for routine work-from-home arrangements.

Talent Management Strategy
• Develop and execute a comprehensive talent management strategy aligned with organizational priorities and workforce plans.
• Partner with senior leaders to identify critical talent needs, capability gaps, and future workforce requirements.
• Design and implement programs that strengthen leadership pipelines, internal mobility, employee growth, and organizational effectiveness.
• Establish talent management priorities, goals, metrics, and success measures.

Performance Management
• Own and administer the organization's annual performance management cycle, including goal setting, check-ins, year-end reviews, and ratings calibration.
• Continuously improve performance management philosophy, practices, tools, and manager capabilities.
• Develop manager and employee resources that promote meaningful performance conversations, feedback, coaching, and accountability.
• Monitor completion rates, quality indicators, calibration outcomes, and organizational trends.
• Partner with People leaders to ensure consistent application of performance standards across the organization.

Talent Reviews & Succession Planning
• Lead enterprise-wide talent review processes and facilitate leadership talent discussions.
• Design and maintain succession planning frameworks for key leadership and business-critical positions.
• Assess organizational strength, readiness levels, retention risks, and development needs.
• Monitor and report on leadership pipeline effectiveness.
• Partner with leaders to develop individualized development plans for high-potential employees and successor candidates.

Learning & Development
• Develop and execute the organization's learning and development strategy.
• Oversee leadership development programs, manager training, career development resources, and enterprise learning initiatives.
• Evaluate external learning partners, content providers, certifications, and development programs.
• Create development pathways that support both frontline and leadership populations.
• Measure learning effectiveness and business impact through participation, application, and performance outcomes.
• Promote a culture of continuous learning across the organization.
• Shape how learning is delivered to improve application and completion timeliness.

Leadership Development
• Design leadership competency models and development frameworks.
• Build, facilitate or oversee third-party programs focused on new leader onboarding, frontline leadership, and executive development.
• Partner with leaders to identify emerging talent and development opportunities.
• Provide consultation, coaching resources, and development guidance for leaders.

Talent Analytics & Workforce Insights
• Develop dashboards, reports, and analytics related to:

o Performance outcomes

o Talent review results

o Succession readiness

o Leadership pipeline health

o Learning effectiveness

o Internal mobility
• Utilize data to identify risks, trends, opportunities, and strategic workforce recommendations.
• Present findings and recommendations to executive leadership.

Change Management & Organizational Effectiveness
• Support organizational change initiatives through leadership readiness, coaching, communication, and development strategies.
• Partner with Human Resources team and operational leaders to drive adoption of talent initiatives.
• Facilitate workshops, talent discussions, and leadership forums.
• Champion continuous improvement and innovation within talent management practices.

Vendor & Program Management
• Manage talent management technology platforms, learning systems, assessments, and external partnerships.
• Develop and manage budgets associated with learning and talent programs.
• Evaluate program effectiveness and recommend improvements.

Our requirements and qualifications for success

Required
• Driving is an essential function and/or a legitimate business purpose for this position; therefore, a valid driver's license is required as a condition of employment.
• Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, Adult Learning, or related field.
• SPHR, SHRM-SCP, CPTD, ATD, or related certification.
• 7-10 years of progressive Human Resources, Talent Management, Organizational Development, Learning & Development, or related experience.
• Minimum of 2 years leading enterprise talent management programs or teams.
• Demonstrated experience managing performance management systems and talent review processes.
• Experience developing leadership development and succession planning programs.
• Strong analytical, project management, facilitation, and consulting skills.
• Ability to influence leaders at all organizational levels.
• Excellent written, verbal, and presentation skills.

Preferred
• Master's degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business Administration, or related discipline.
• Experience within healthcare, senior living, nonprofit, or multi-site organizations.
• Experience administering HRIS/LMS talent management modules (e.g., Dayforce, Relias).

Physical, environmental, and mental requirements
• Position requires repetitive motion such as working on computer terminal.
• Standard working environment involves an administrative office area with weekly travel to operating locations (retirement communities).
• Work in well-lit, comfortable surroundings.
• Be able to sit, stand, bend and lift as necessitated by the job responsibilities.
• Ability to maintain focus and concentration; actively engage with others despite surrounding distractions.

Salary Range: $98,486.13 to $139,041.76 per year