Position: Regional Talent Development Leader, South Super Region

Reports To: VP, Talent and Organizational Development (solid line) and SVP, People and Strategy (dotted line)

Position Summary

The Regional Talent Development Leader will join a high-performing team of talent professionals who are well respected and valued for their expertise, ability to deliver high quality work, effective collaboration style, and for being strong stewards of the evolution of our HR function.

This role is a member of the Corporate Talent team with oversight for the entire South Super Region. Though it reports directly to the VP, Talent and Organizational Development, it has a very strong relationship with the SVP, HR for the South.

This is a highly visible role that operates at two levels simultaneously – building regional capability and responding to local business needs, while contributing meaningfully to the design and delivery of enterprise-wide programs and initiatives. Balance is critical; to be successful, the right candidate will know when and how to roll up their sleeves to address regional needs, they will know when to adapt enterprise solutions for local contexts, and when to raise regional insights to help share enterprise direction or programs. They will know how to work at both strategic and hands-on execution levels.

The ideal candidate knows what it means to be a trusted consultant and partner to their stakeholders — proactively anticipating needs, initiating conversations, and bringing solutions before problems are raised. They are an experienced talent and learning leader who also has expertise in organizational design and effectiveness and change management, and who thrives working within a matrixed, highly collaborative environment where influence and relationships are the currency of impact.

This position will have a hybrid work arrangement with a minimum of three days per week in the office.

Open to the following locations:

• Charlotte, NC

• Nashville, TN

• Orlando, FL

• Miami, FL

• Metairie, LA

Key Areas of Responsibility:

• In partnership with HR Leads, define and execute an annual talent development roadmap for the Super Region, aligned to each Hub’s business strategy.

• Conduct needs analysis to identify capability gaps and specific local development priorities.

• Proactively consult and partner with the broader Talent Development team and regional HR Leads to ensure both regional and enterprise-wide programs are consistently aligned, grounded in desired business outcomes, and reflective of real-time needs across the region.

• Share regional insights that inform and improve the quality and effectiveness of enterprise programs and solutions.

• Balance enterprise commitments with regional priorities, effectively managing capacity and stakeholder expectations across both scopes.

• Proactively cultivate strong, trust-based relationships with regional business leaders, HR Leads, and COE team members – initiating regular touchpoints and staying ahead of business needs to anticipate talent development and change needs before they become urgent.

• Own a specific enterprise-wide talent portfolio – overseeing design, development, delivery, and continuous improvement of programs within the portfolio. Establish metrics to measure program effectiveness, ROI and learner impact.

• Design and facilitate high-impact learning experiences, including workshops, cohort programs, experiential development opportunities. 

• Partner with regional business leaders and HR Leads to assess organizational health, identify structural optimization opportunities, and lead or support the design and implementation of solutions – ensuring changes are executed with minimal disruption, improve clarity, performance and agility, and build long-term capability across the organization.

• Proactively develop and introduce organizational effectiveness tools and frameworks that build lasting team and leadership effectiveness across the region – anticipating where capability gaps and team health issues are emerging.

• Design and implement change management strategies and plans, including stakeholder analysis, communication plans and adoption measures – tailored to the scope and complexity of each specific change initiative.

• Proactively identify change risks, readiness gaps, and capability needs across the business and HR community – initiating conversations with business and HR Leaders before issues surface, equipping them with the knowledge, tools, and confidence to sponsor and sustain change, and serving as a consultative thought partner throughout the full lifecycle of change efforts.

Qualifications:

• Minimum of 10 years of progressive experience in talent development, organizational effectiveness and change management, with robust experience in a learning and facilitation role.

• Bilingual proficiency in English and Spanish is strongly preferred.

• Proven experience working with dual accountability, balancing both regional and enterprise priorities.

• Effective at switching between strategic thinking and practical execution.

• Proven ability to design and scale talent and leadership programs across regions and the enterprise.

• Strong learning agility to learn HUB’s business and translate that into actionable regional and enterprise initiatives.

• Demonstrated success in proactively consulting, partnering with, and influencing senior leaders, HR Leads, and cross-functional stakeholders within a matrixed environment — known for bringing ideas and solutions forward, not waiting to be asked.

• Proficient in designing measurement strategies and using people analytics – be able to harness and use data to make informed decisions.

• Grounded in a customer service mindset, with an effective ability to communicate, and build relationships across all levels of leadership.

• Expertise in adult learning principles, instructional design, and modern learning methodologies (e.g., blended learning, 70-20-10, digital learning).

• Strong project management, time management and organizational skills.

• Strong computer skills: Microsoft Office, LMS systems (Cornerstone), Learning Development technology (Articulate, Vyond, etc.).

• Willingness to travel – up to 25%.

Department Human Resources