Your Opportunity

Reporting to the Chief Human Resources Officer and serving as a member of the HR Leadership Team, the Director, Talent Management & Workforce Insights leads a broad enterprise portfolio spanning Total Rewards, Organizational Development, HR Operations and People Analytics. The role is accountable for the ongoing evolution of the firm's people programs, systems and enterprise HR services, ensuring they support business priorities and deliver a consistent and high-quality experience for our people.

Working closely with HR Business Partners, Talent Acquisition and leaders across the firm, the Director translates the firm's people strategy into practical, scalable and measurable outcomes. Through workforce insights, organizational expertise and disciplined execution, the role enables better people decisions across the firm while helping leaders strengthen organizational and business performance.

Key Accountabilities

Portfolio Leadership

• Lead the Talent Management & Workforce Insights portfolio, establishing clear priorities, accountabilities and measures of success.
• Translate the firm's people strategy into firmwide initiatives, investments and outcomes that support business objectives.
• Use market intelligence, workforce data and business insights to identify, inform and translate opportunities, strategies, risks and decisions into practical recommendations.
• Ensure programs, systems and services operate as an integrated portfolio that delivers value for the business and our people.
• Drive the ongoing evaluation and continuous improvement of enterprise people programs, policies and services.
• Foster strong collaboration across HR to ensure firmwide solutions are practical, scalable and responsive to business needs.

Total Rewards, Performance & Wellbeing

• Provide strategic leadership for the firm's Total Rewards portfolio, including compensation, recognition, benefits, wellbeing and performance management.
• Ensure rewards programs remain competitive, sustainable and aligned with business priorities, market trends and workforce expectations.
• Oversee the design and evolution of reward, recognition and performance practices that support attraction, retention, engagement and a high-performance culture.

Workforce Insights & Analytics

• Advance the firm's workforce insights capability by evolving People Analytics into a strategic source of insight and decision support.
• Identify workforce trends, risks and opportunities through reporting, analytics and data-driven analysis, translating findings into actionable recommendations.
• Strengthen workforce data governance, analytics capability and evidence-based decision-making across HR programs, workforce planning and talent strategies.

Organizational Effectiveness & Development

• Lead the evolution of the firm's organizational effectiveness agenda, ensuring BDO has the leadership, organizational capabilities and workforce readiness required to support future business needs.
• Partner with business leaders and HR Business Partners to strengthen leadership effectiveness, team performance, organizational design and change readiness across the firm.
• Advance scalable organizational development practices that help the firm adapt to changing workforce expectations, emerging technologies and evolving business priorities.

HR Operations & Service Excellence

• Provide strategic leadership for HR operations, systems and service delivery, ensuring efficient, consistent and high-quality support for employees, leaders and HR teams.
• Modernize HR processes and ways of working by leveraging technology, automation and AI to improve efficiency, user experience and business outcomes.
• Establish service standards, governance and performance measures that promote accountability, operational excellence and continuous improvement.

Stakeholder Relationships & People Leadership

• Build trusted relationships across the firm and serve as a strategic advisor on talent, workforce and organizational matters.
• Lead and develop a high-performing team, fostering a culture of collaboration, accountability, continuous improvement and innovation.
• Strengthen leadership capability, succession and organizational effectiveness across the Talent Management & Workforce Insights portfolio.

What You Will Help Us Achieve

Success in this role means:

• A connected and high-performing Talent Management portfolio that delivers measurable value to the business and our people.
• Modern, competitive people programs that support attraction, retention, wellbeing and performance.
• A workforce insights capability that enables stronger business, talent and workforce decisions.
• Enhanced organizational effectiveness and readiness for future business challenges.
• Efficient, scalable and employee-centric HR operations and services.

What You Bring

• Significant senior HR leadership experience within a complex organization, including leadership of multiple enterprise talent management or centre-of-expertise functions.
• Experience leading complex talent management portfolios, combined with deep expertise in one or more areas such as Total Rewards, People Analytics, organizational development, workforce planning or organizational effectiveness.
• Experience leading the design, evolution or transformation of enterprise HR programs, functions or operating models.
• A track record of using workforce data, analytics and organizational insights to influence business decisions and improve outcomes.
• Demonstrated curiosity and innovation mindset, with evidence of challenging traditional approaches and identifying opportunities to improve employee experience, organizational effectiveness and business outcomes.
• Strong understanding of emerging workforce trends and technologies, including artificial intelligence, and the ability to translate new capabilities into practical business, talent and workforce solutions.
• Exceptional relationship-building, communication and influencing skills, including the ability to work effectively with senior leaders.
• Demonstrated ability to align and lead diverse specialist teams, fostering collaboration, shared accountability and enterprise-wide outcomes across multiple HR disciplines.
• Strong judgement and business acumen, with the ability to balance employee experience, business priorities, risk and operational realities.
• Experience within professional services or another complex, relationship-driven organization would be considered a strong asset.
• University degree in Human Resources, Business or a related discipline. A relevant professional designation and/or advanced degree would be considered an asset.