Talent Management Director leads the enterprise talent strategy and designs integrated talent management programs that strengthen organizational capability, leadership readiness, and workforce effectiveness. The role leads succession planning, talent reviews, performance management, leadership pipeline development, and talent mobility strategies that align workforce capabilities with current and future business needs. The Director leverages workforce data, skills insights, and talent analytics to identify capability gaps, advise on talent decisions, and partner with leaders to deploy talent effectively across the organization. The role serves as a trusted advisor to senior leaders and coaches them on talent investments, succession readiness, workforce planning, and development strategies that accelerate organizational performance and growth.
Responsibilities- Develops integrated talent strategies that build organizational capability, strengthen leadership readiness, and align workforce capabilities with current and future business needs.
- Leads enterprise talent review and succession planning processes to assess talent strength, identify high-potential talent, mitigate leadership risk, and build robust pipelines for critical roles.
- Drives enterprise talent mobility and deployment strategies that expand employee skills, support career progression, and enable workforce agility across the organization.
- Partners with business and HR leaders to identify internal talent opportunities, integrate skills-based practices, and align talent deployment with organizational priorities.
- Aligns performance management, development, and succession practices into an integrated talent ecosystem that supports employee growth, performance differentiation, and organizational outcomes.
- Uses workforce data, talent analytics, and skills insights to identify capability gaps, pipeline risks, workforce trends, and opportunities to improve talent outcomes.
- Develops metrics, reporting, and actionable recommendations that measure talent health, leadership readiness, mobility effectiveness, and organizational capability growth.
- Coaches' senior leaders and managers on talent decisions, including workforce planning, succession readiness, performance differentiation, development investments, and internal mobility. Leads enterprise talent and organizational development initiatives, building stakeholder commitment and adoption through effective change management, communication, and partnership
Qualifications- Bachelor's degree and 8 or more years of progressive experience in Human Resources, Talent Management, Organizational Development, or a related field.
- Demonstrated experience leading enterprise-wide succession planning, talent reviews, and leadership pipeline programs.
- Experience designing and implementing talent mobility and skills-based workforce strategies.
- Strong expertise in workforce planning, talent analytics, organizational effectiveness, and leadership assessment methodologies.
- Proven ability to influence and coach senior executives on talent strategy, succession decisions, and organizational capability development.
- Experience leveraging workforce data, analytics, and skills intelligence platforms to drive strategic talent decisions.
AARP will not sponsor an employment visa for this position.
Additional Requirements- Regular and reliable job attendance
- Effective verbal and written communication skills
- Exhibit respect and understanding of others to maintain professional relationships
- Independent judgement in evaluation options to make sound decisions
- In office/open office environment with the ability to work effectively surrounded by moderate noise
Hybrid Work EnvironmentAARP observes Mondays and Fridays as remote workdays, except for essential functions. Remote work can only be done within the United States and its territories.
Compensation and BenefitsAARP offers a competitive compensation and benefits package including a 401(k); 100% company-funded pension plan; health, dental, and vision plans; life insurance; paid time off to include company and individual holidays, vacation, sick, caregiving, and parental leave; performance-based and peer-based recognition and tuition reimbursement.
