Description Director Talent Management - Frisco, TX What You'll Do: The Director of Talent Management is a strategic and hands-on leader responsible for designing and executing an integrated, enterprise-wide talent strategy that ensures the organization has the capabilities, leadership pipeline, and workforce readiness to meet current and future business needs across a fast-paced distribution and supply chain environment. This role leads critical talent functions including succession planning, performance management, career development, leadership development, internal mobility, and workforce planning, while leveraging data, technology, and AI-enabled solutions to drive measurable outcomes.
In This Role, You'll: Talent Strategy & Workforce Planning - Define and operationalize the enterprise talent management strategy aligned to business priorities, including workforce planning, capability building, and leadership pipeline development.
- Lead workforce readiness and strategic workforce planning in partnership with Talent Acquisition, HR Business Partners, and senior leadership.
- Establish and maintain an enterprise skills framework, including taxonomy, role alignment, governance, and ongoing evolution to support a skills-based organization.
- Shape and advance future skills and capability strategies to ensure long-term organizational competitiveness.
Performance Management & Talent Processes - Own and continuously evolve the enterprise performance management strategy, systems, and processes, including goal setting, performance reviews, calibration, and continuous feedback.
- Establish performance standards, KPIs, and listening mechanisms to drive a high-performance culture.
- Partner with Total Rewards to ensure alignment between performance outcomes and compensation decisions.
- Serve as functional owner of performance management systems and tools, driving adoption and effectiveness.
Talent Reviews, Succession & Leadership Pipeline - Lead enterprise-wide talent review and succession planning processes, ensuring strong pipelines for critical roles.
- Partner with senior leaders to identify high-potential talent, develop succession plans, and monitor progress.
- Use talent data to identify gaps, risks, and opportunities, delivering actionable insights to leadership.
Career Development & Internal Mobility - Set the vision and strategy for career development across all levels, including early career pipelines, leadership acceleration, and long-term development pathways.
- Design and implement scalable career frameworks, development tools, and Individual Development Plan (IDP) processes.
- Champion internal mobility by building systems and frameworks that enable lateral and upward career movement.
- Partner with leaders to create stretch assignments and experiential development opportunities.
Learning, Leadership Development & Organizational Effectiveness - Develop an integrated leadership development strategy and curriculum aligned to enterprise leadership models and business needs.
- Assess and optimize learning and development programs, processes, and investments across the organization.
- Lead organizational development initiatives, frameworks, and tools to enhance team effectiveness and organizational capability.
- Oversee onboarding and assimilation programs to accelerate employee integration and productivity.
Early Career & Talent Pipeline Development - Build and scale a comprehensive early career program that strengthens critical talent pipelines.
- Establish governance, standards, and experiences that deliver consistent, high-quality outcomes across programs.
Data, Insights & Technology - LMS Administrator- Docebo, Safety Culture and Samsara Learning
- Establish a disciplined approach to measuring talent outcomes, including program effectiveness, internal mobility, and workforce trends.
- Leverage analytics, AI, and digital HR platforms to generate insights, improve decision-making, and enhance the employee experience.
- Drive adoption of HR technologies (e.g., Workday, SuccessFactors, UKG) and AI-enabled talent processes.
Collaboration & Leadership - Lead and develop a high-performing Talent Management team.
- Partner cross-functionally across HR COEs and business leaders to deliver integrated talent solutions.
- Influence and engage stakeholders at all levels to drive alignment, adoption, and impact.
- Benchmark external best practices and continuously improve talent strategies and programs.
What You'll Bring: Education and experience equivalent to
Education/Certification: - Bachelor's degree in Human Resources, Business, Organizational Development, or related field; Master's degree or professional certification (e.g., SHRM-SCP, APTD) preferred.
Experience: - 10+ years of progressive HR or talent management experience, including experience leading enterprise-wide programs.
- 5+ years of leadership experience managing teams and/or large-scale initiatives in complex organizations.
Core Capabilities - Proven expertise in talent management disciplines, including performance management, succession planning, career development, and workforce planning.
- Demonstrated success designing and scaling enterprise talent programs with measurable business impact.
- Strong ability to partner with and influence senior leaders and cross-functional stakeholders.
- Experience using data, analytics, and workforce insights to inform strategy and drive decisions.
- Deep understanding of HR technologies, talent systems, and AI-enabled solutions.
- Strong change leadership capability with experience leading transformation initiatives.
- Exceptional communication, facilitation, and executive presence skills.
Preferred Qualifications - Experience building skills-based talent models, internal talent marketplaces, or career frameworks.
- Background in workforce analytics, scenario planning, or capability modeling.
- Experience integrating AI, automation, or advanced technologies into HR processes.
- Consulting or advisory experience supporting large-scale organizational transformation.
- Experience with platforms such as Workday Talent Optimization, SAP SuccessFactors, or UKG.
Additional Requirements - Ability to travel up to 25%.
Success Measures: - Strength and readiness of leadership pipeline and succession coverage
- Increased internal mobility and career progression rates
- Improved performance management effectiveness and outcomes
- Measurable impact of development programs on capability and engagement
- Data-driven insights that influence enterprise talent decisions
The Schedule & Setting: - Onsite Monday - Friday 8am - 5pm
- Hybrid Remote after 90 days
- Additional hours as needed to support business needs
Pay & Benefits: - Pay - Base plus Bonus
- Weekly pay (every Friday)
- Health and Wellness: Medical, Dental, Vision, Disability, Health and Dependent Care Reimbursement Accounts (FSA), Employee Assistance Program (EAP), Voluntary Insurance (Accident, Critical Illness, Hospital Indemnity, Legal, Life, and AD&D); Pet Insurance
- Retirement Benefits: 401(k)
- Paid Time Off (PTO): Includes vacation, sick leave, and paid company holidays provided in accordance with company policy and applicable state and local laws.
