Role Summary 

The Senior Director of Talent & Performance Management plays a critical, enterprise-wide role in shaping Suffolk’s ability to grow, perform, and lead in a dynamic market. This leader is responsible for architecting and driving a modern, integrated talent strategy that strengthens leadership capability, accelerates employee development, and ensures a strong pipeline of ready-now talent aligned to business priorities. 

Operating at both a strategic and executional level, this role will design scalable frameworks across performance management, succession planning, career architecture, and leadership development, directly influencing organizational effectiveness, workforce readiness, and employee experience.  

This leader will partner closely with the VP, Talent Strategy & Experience People & Culture, business leaders, and executive stakeholders to evolve Suffolk’s talent strategy into a modern, data-driven, and employee-centric model. 

This role requires an on-site presence 4 days a week in our amazing Boston office - which offers free parking, a free on-site gym and cafeteria and other perks that make for a great culture and unique employee experience! 

Performance Management Strategy 

• Evolve and lead the Suffolk’s performance management philosophy, processes, and tools. 

• Serve as a subject matter expert in the design and build of Suffolk’s new Oracle-based performance management platform, playing a critical role in shaping the overall strategy, structure, and user experience. Bring best practices and expertise to create a best-in-class platform & user experience.  Partner cross-functionally to drive a seamless transition, ensuring an intuitive, high-impact platform that enhances engagement and elevates performance outcomes. 

• Advise HR Business Partners, Total Rewards teams and senior business leaders on talent and performance best practices, serving as a trusted center-of-excellence resource for talent decisions. 

• Drive alignment between performance, compensation, and talent outcomes 

• Partner with HRBPs and leaders to embed a high-performance, feedback-driven culture 

• This team will oversee performance & compensation cycle execution, including goal setting, reviews, calibration, and communications. 

Succession Planning 

• Lead enterprise succession planning strategy and execution across critical roles 

• Facilitate talent review processes with senior leadership 

• Build bench strength through targeted development and succession pipelines 

• Provide insights and reporting on readiness, risk, and internal mobility opportunities 

• Support executive-level succession planning in partnership with senior leadership 

Organizational Design, Career Architecture & Workforce Planning 

• Design and evolve organizational structures to improve efficiency, scalability, and alignment with strategic priorities. 

• Oversee enterprise workforce planning processes to assess current and future talent needs, identify workforce gaps, and develop strategies aligned with business objectives and growth plans. 

• Facilitate org design efforts including role clarity, spans and layers, decision rights, and governance models to enhance effectiveness and accountability. 

• Partner with senior leadership to assess org health and recommend structural or role design adjustments that enhance performance, collaboration, and innovation. 

• Design and implement enterprise career architecture, job structure and leadership development model and framework. 

• Ensure alignment between career pathways, learning, and internal mobility 

• Partner with Internal teams to support future capabilities and skill needs 

Executive Coaching & Coaching Strategy 

• Lead and manage Suffolk’s Coaching Programs, including vendor selection and program design & scalability  

• Oversee development and expansion of in-house certified coaching capability 

• Define coaching strategy aligned to leadership development priorities 

• Establish clear criteria and governance for coaching engagement across leadership levels 

Talent Development & Career Planning  

• Partner with internal teams to develop strategy & framework around manager capabilities, tools & resources.   

• Establish a scalable approach to intentional Individual Development Plans (IDPs).  Partner with team to build a resource to track and monitor progress and readiness. 

• Drive a culture of ownership around career growth and development 

• Equip managers to lead effective career conversations and development planning 

• Ensure alignment across IDPs, learning programs, and succession outcomes 

360 Feedback & Leadership Assessment 

• Administer and evolve enterprise 360 feedback processes 

• Ensure insights are effectively used for leadership development and coaching 

• Integrate feedback tools into broader talent and performance processes 

• Partner with leadership teams to translate insights into actionable development plans 

Leadership & Partnership 

• Serve as a trusted advisor to senior leaders on all aspects of talent and performance 

• Collaborate across Talent Strategy, HRBPs, L&D, and Compensation to deliver integrated solutions 

• Lead and develop a high-performing team focused on innovation, scalability, and impact 

• 10-15+ years of experience in Talent Management, Performance Management, or Organizational Development 

• Proven experience designing and leading enterprise talent strategies 

• Deep expertise in:  

• • Performance management redesign 

• • Succession planning and talent reviews 

• • Career architecture and workforce planning 

• Executive coaching and leadership assessment; Certified coach highly desired 

• Strong executive presence and ability to influence at the senior leadership level 

• Exceptional communication, facilitation, and change management skills 

• Experience working in complex, fast-paced, and growth-oriented organizations 

• Previous experience designing and implementing LMS platform highly desired 

• Travel as needed 

Success Measures 

• Adoption and effectiveness of performance management processes 

• Deep succession planning benches 

• Increased internal mobility and career progression 

• Engagement and development of leadership talent 

• Utilization and impact of coaching and feedback programs 

While performing the duties of this job, the employee is regularly required to sit for long periods of time; talk or hear; perform fine motor, hand and finger skills in the use of a keyboard, telephone, or writing. The employee is frequently required to stands; walk; and reach with arms and/or hands. Specific vision abilities include close vision, distance vision, depth perception and the ability to adjust focus. The employee will spend their time in an office environment with a quiet to moderate noise level. Job site walking.

 The expected salary range for this position (Senior Director, Talent & Performance Management) in US-MA-Boston is between $175,000 and $246,000 USD.  This represents the typical salary range for this position and is just one component of Suffolk’s total compensation package.  Actual salaries may be based on several factors including, but not limited to, skill set, experience, education and other qualifications.  Suffolk offers a comprehensive benefits package as part of its overall compensation strategy.  Salary ranges may differ by geography and are reviewed regularly to reflect market trends.