Job Summary

This role serves as the enterprise lead for skills-based talent management and career development, owning the strategy, design, and global execution of scalable skills and career solutions that enable workforce agility, internal mobility, and accelerated development of critical talent. The role partners closely with GTM&D leaders, HRBPs, P&C COEs, HR Ops and the business to embed skills into talent processes, platforms, and decision-making at scale.  This role will also be implementing new AI based technology to bring skills management for scale.  In addition to enterprise ownership of a global, enterprise process, the purpose of the Talent Strategy & Enablement Director role is to act as a GTM&LD senior leader for a global line of business to diagnose, consult and shape the talent strategy of the business in partnership with P&C CVPs, including:

• Solicit and analyze VOC input, identify critical people and organization gaps and needs, prioritize and deliver solutions, and ensure the development and delivery of integrated solutions in alignment with the business and talent strategy to impact business results.
• Operationalize key elements of the talent strategy by leveraging or building globally consistent and scalable processes or programs to deliver a portfolio of talent, learning and organization performance solutions to drive and measure intended business impact and metrics
• The role collaborates closely with P&C Business Partners and Corporate teams to deliver and enable others to accelerate the delivery and impact of GTM&LD offerings

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Duties (Cont.)

Critical Skills / Core Competencies

• Demonstrated experience building or leading skills-based talent or workforce models at enterprise scale.
• Deep expertise in career architecture, internal mobility, and development frameworks.
• Hands-on experience leading or implementing AI-enabled talent platforms (e.g., Eightfold or similar skills/career technologies).
• Proven ability to operate as an enterprise owner and architect, influencing senior leaders and driving global adoption.
• Customer Focus: Establishes and maintains effective relationships with clients, gaining their trust and respect.  Proactively anticipates clients’ strategic needs while maintaining responsiveness to emergent requirements.  Obtains and utilizes customer feedback to improve processes
• Decision Quality: makes sound business decisions based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be accurate and effective when judged over time; sought out by others for advice and solutions.
• Organizational Agility: Navigates effectively through complex organizations, finding the right people with whom to consult and solve problems. Recognizes which stakeholders can influence situations and initiates action to assess and obtain their support.  Aware of cultural protocols/unwritten rules for getting things done. Initiative to identify and act on opportunities for improvement
• Process Management: organizes the steps, resources and workflows necessary to get critical tasks accomplished. Looks for ways to simplify and bring order to complex, chaotic and unpredictable activities. Identifies opportunities to improve efficiency and develops plans, success measures and timelines for tasks. Anticipates activities required to help people accept and absorb change.
• Managing and Measuring Work: Involves others in establishing objectives, measures and progress monitoring. Clarifies and assigns roles and accountabilities for tasks and key decisions. Delegates to and empowers direct and indirect staff members. Follows-up to recognize accomplishments and address deficiencies.  
• Conflict Management: effectively confronts and resolves disputes and resistance.  Listens well to other parties. Sees conflicts and objections as opportunities to create better solutions.  Reads situations well, recognizing competing interests, misunderstandings and systemic factors.
• Dealing with Ambiguity: effectively copes with change, risks and uncertainty. Comfortably — and far more often than not — makes effective, timely decisions without either complete information or guiding precedents.  
• Problem Solving: Defines problems systematically, analyzing causes and effects.  Seeks out others as sources of data, ideas and help. Asks penetrating questions to surface hidden problems and discern fact patterns. Recognizes the broader issues to simplify analyses and execute timely decisions or actions. Skill in critical and creative thinking to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.  Has an ability to simplify complex issues and take a pragmatic approach to organizational deliverables.  
• Business Acumen: Understands the priorities, agendas and concerns of clients; leverages external sources to gain business savvy and awareness of emerging trends; possesses general knowledge and understanding of business disciplines like Finance, Law, IT and Communications.  Critical thinking to translate business needs into talent strategies
• Program Management / project management.  Includes engaging multiple stakeholders, keeping people informed, driving to closure and/or ensuring ongoing viability of initiatives

Job Qualifications

• More than 15 years of HR experience, including in talent management, learning and development, organization development, process, strongly preferred; HR Generalist experience and managerial experience also preferred
• Bachelor degree required. Master’s degree preferred.
• Strong leadership skills required, including proven ability to facilitate cross-functional teams.
• Success leading outsourced service relationships within environments using service level agreements and formal contract change order processes.
• Ability to build strong working relationships with internal customers and positively influence key constituents
• Strong aptitude for project management approaches, tools and phases of the project lifecycle.
• Strong ability to apply the architectures, models, and frameworks used to execute multi-workforce, cross-generational, and multi-cultural, complex projects successfully

Compensation Data

The pay range for this position is $170,000/yr – $210,000/yr. Please note that salaries vary within the range based on factors including, but not limited to, experience, skills, education, certifications, and location.