Position Summary

Reporting to the Vice President, Global Talent, the Director, Talent Management will lead IDEX's enterprise talent management strategy to develop, engage, and retain top talent in support of business growth.

This role is central to building a high-performing organization by strengthening leadership pipeline, employee engagement, and the quality and consistency of talent decisions across the enterprise. This leader serves as the architect and owner of IDEX's integrated enterprise talent management system and operating rhythm, ensuring alignment across performance management, succession, development, engagement, and internal mobility to drive workforce capability and business performance.

A key focus is evolving IDEX's talent management approach into a scalable, enterprise-wide, data-driven system enabled by modern technology that:

• Establishes clear enterprise talent standards, governance, and operating rhythms
• Improves the quality, consistency, and transparency of talent and development decisions
• Strengthens succession planning and pipeline depth for critical roles
• Advances employee engagement and listening through surveys, insights, and action planning
• Builds a high-performing Talent Management team equipped to deliver strategic, data-driven outcomes

This role leads the design, implementation, and continuous improvement of enterprise talent practices, partnering with HR and business leaders to design practical, fit-for-purpose talent solutions that strengthen leadership capability and organizational effectiveness.

This position is based in Northbrook, Illinois at IDEX Corporate Headquarters, with a hybrid schedule (three days per week in office).

Primary Responsibilities

• Own and evolve IDEX's integrated enterprise talent management system, aligning performance, succession, leadership development, engagement, internal mobility, and workforce capability into a cohesive, scalable model
• Define and lead the enterprise talent operating cadence, including talent reviews, succession cycles, performance processes, and engagement rhythms, ensuring consistency, adoption, and impact across business units
• Establish enterprise talent standards, governance, and frameworks, using influence to drive adoption while intentionally defining where differentiation is required to meet business unit and workforce segment needs
• Lead enterprise succession planning and talent review processes, including readiness assessments, pipeline analysis, and development planning to strengthen bench strength for critical roles
• Define and advance the talent data, analytics, and technology strategy, including system roadmap, vendor partnerships, and digital-first tools that improve decision quality, transparency, and user experience
• Design and continuously improve core talent frameworks and tools (e.g., talent reviews, role profiles, career pathing) to clarify critical roles, differentiate performance and potential, and enable targeted development
• Own the employee engagement and listening strategy, including survey design, insights, and action planning to improve organizational health and leader accountability
• Partner with Global Talent, HR, and business leaders to design and implement fit-for-purpose talent lifecycle processes, ensuring strong business ownership, adoption, and alignment to workforce needs
• Lead, develop, and organize the Talent Management team, aligning resources to enterprise priorities and building capability across core talent domains
• Support enterprise and senior leadership talent discussions, providing insights on succession, pipeline health, engagement, and organizational effectiveness
• Monitor external talent management trends and emerging practices, bringing thought leadership to evaluate, prioritize, and selectively integrate innovations that enhance IDEX's talent strategy and outcomes

How Success Will Be Measured

• Adoption and effective utilization of enterprise talent management and engagement processes, tools, and standards
• Quality and usability of talent and engagement insights to inform senior leader decisions
• Strength of leadership pipeline and succession readiness for critical roles, including improved coverage and reduced time-to-ready
• Quality and consistency of talent decisions across business units (e.g., differentiation, succession alignment, development actions)
• Leadership effectiveness in talent development, performance management, and succession planning
• Improved employee engagement, survey participation, and follow-through on action planning

Qualifications

• Bachelor's degree required; advanced degree in Human Resources, Industrial & Organizational Psychology, Business Administration, or related field preferred
• 10+ years of progressive experience in Talent Management, Organizational Development, Leadership Development, or broader HR leadership roles
• Demonstrated experience leading Talent Management in a complex, decentralized or matrixed organization, including standardizing enterprise processes while balancing business needs
• Strong expertise in succession planning, talent reviews, leadership assessment, performance management, and employee engagement
• Proven experience designing and implementing talent strategies, operating models, and metrics that improve leadership pipeline strength, engagement, development outcomes, and internal mobility
• Experience leveraging talent technology, survey platforms, and analytics to drive decisions and improvements
• Experience ensuring fair, consistent, and compliant talent practices, including governance of performance, succession, and assessment processes across regions
• Demonstrated ability to build or transform enterprise talent management functions, including scaling across global or decentralized organizations
• Prior experience leading a Talent Management team, including setting priorities, managing performance, and building capability
• Industrial, manufacturing, or complex B2B environment experience preferred

Attributes & Skills

• Strategic thinker who translates business and talent needs into actionable talent management strategies
• Proven change leader who can operate effectively in a decentralized, matrixed environment
• Ability to influence without authority to drive enterprise standardization while effectively navigating when and how to tailor solutions for specific businesses or talent segments
• Strong program management capability; able to manage multiple enterprise initiatives simultaneously
• Analytical and data-driven; uses insights to inform decisions and improve outcomes
• Clear, concise communicator with executive presence; influences senior leaders and HR partners
• Collaborative, low-ego approach; builds trust and strong relationships across functions
• Process-oriented with a continuous improvement mindset; simplifies and standardizes where appropriate
• Strong external perspective with the ability to translate market trends into practical, value-added talent solutions
• High integrity and judgment with a commitment to fairness, consistency, and confidentiality
• Ability to operate as both an enterprise architect and pragmatic business partner

Total Rewards
The compensation range for this position is $158,600.00 - $237,800.00, depending on experience. This position may be eligible for performance based bonus plan.

Benefits Package

Our comprehensive U.S. benefit offerings include: Health benefits, 401(k) retirement savings program with company match, PTO, and more. More information on our benefits and rewards can be found on our career page: https://www.idexcorp.com/careers/our-benefits-and-rewards/

This posting is for an existing vacancy.

Artificial intelligence is not used to screen, assess or select applicants.