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 an integrated portfolio spanning Talent Management, Total Rewards, HR Operations and People Analytics. The Director sets priorities across the portfolio, leads experienced specialist teams and helps these capabilities evolve to better support the firm’s business and people priorities.
Working closely with HR Business Partners, Talent Acquisition and leaders across the firm, the Director will shape the talent systems, workforce insights, rewards and HR services that help BDO retain its people, create meaningful opportunities for talent, and support the firm’s evolving workforce needs. The Director leads through experienced leaders and is not expected to be the technical expert in every area of the portfolio.
Key Accountabilities
Portfolio Leadership
- Lead the Organizational Development, Total Rewards, HR Operations and People Analytics portfolio, setting clear priorities, accountabilities and measures of success.
- Turn the firm’s people priorities into focused plans and practical outcomes.
- Use workforce data, external information and business context to identify risks and opportunities and provide clear recommendations.
- Connect the work across the portfolio so leaders and employees receive clear and consistent support.
- Review what is working, stop or simplify lower-value work and improve the portfolio based on evidence and business needs.
- Foster strong collaboration across HR so firmwide approaches are practical, consistent and responsive to business needs.
Talent Management
- Strengthen the firm’s approach to Talent Management, with an initial focus on reviewing how performance, talent and succession decisions are supported across the firm.
- Work with HR Business Partners and business leaders to improve the quality and consistency of talent discussions and decisions.
- Use talent data and feedback to identify firmwide themes, risks and areas requiring attention.
- Clarify roles, accountabilities and ways of working across HR as these practices evolve.
Workforce Insights
- Lead the firm’s workforce insights agenda by identifying the workforce questions, trends and risks that matter most to the business.
- Work through the People Analytics team to strengthen the quality, relevance and use of workforce reporting and analysis.
- Move the function beyond producing standard reports toward providing insights and recommendations that support business, talent and workforce decisions.
- Set priorities for the People Analytics team based on the decisions and workforce questions the firm needs to address.
- Work with Finance, HR Business Partners, Talent Acquisition and other stakeholders to bring together business context, workforce data and external talent-market information.
- Help define how the firm’s workforce insights capability should evolve, including opportunities to make better use of analytics, technology and AI.
Total Rewards & Wellbeing
- Ensure reward programs remain competitive, sustainable and aligned with business priorities, market trends and workforce needs.
- Oversee the evolution of reward and recognition practices that support attraction, retention and performance.
- Advance the firm’s approach to employee wellbeing, ensuring it remains responsive to evolving workforce needs and expectations and supports sustainable performance and a positive employee experience.
HR Operations & Enablement
- Provide strategic oversight of HR Operations, working through the leaders responsible for day-to-day service delivery, reporting and operational performance.
- Set clear priorities for improving HR processes, systems and services, with a focus on simplicity, consistency and the needs of employees, leaders and HR teams.
- Sponsor practical opportunities to use technology, automation and AI to reduce manual work and improve service delivery.
- Ensure the People Analytics team provides accurate, timely and useful workforce reporting and analysis.
- Connect operational, reporting and technology priorities to the broader needs of HR and the business.
Stakeholder Relationships
- Build trusted relationships across the firm and serve as a strategic advisor on talent, workforce and organizational matters.
- Lead and develop leaders across Organizational Development, Total Rewards, HR Operations and People Analytics, setting clear priorities and building shared accountability across the portfolio.
What You Will Help Us Achieve
Success in this role means:
- A more focused approach to Talent Management, including stronger performance and succession practices over time.
- Competitive and sustainable reward programs that support attraction, retention, wellbeing and performance.
- Workforce reporting and insights that help leaders understand workforce trends, risks and opportunities and make better decisions.
- Clear roles and accountabilities across the portfolio as its capabilities evolve.
- Practical use of technology, automation and AI to simplify work and improve HR delivery.
What You Bring
- Significant progressive HR experience, including leadership responsibility for an enterprise talent, rewards, HR operations, workforce insights or related portfolio.
- Meaningful depth in at least one of Talent Management, Total Rewards, HR Operations or People Analytics, together with the range and learning agility to lead experienced specialists across the broader portfolio.
- Experience improving enterprise HR practices or functions and showing clear results.
- A track record of using workforce data and insight to influence business decisions and improve outcomes.
- Evidence of questioning established approaches, simplifying work and improving outcomes for the business and employees.
- Practical understanding of workforce trends, technology and AI, and the judgement to apply them where they can improve decisions or ways of working.
- Demonstrated ability to lead through others, set clear priorities and build shared accountability across specialist teams.
- Exceptional relationship-building, communication and influencing skills, including the ability to work effectively with senior leaders.
- 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.
