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What is the role of a Director of Talent Management in a global organisation?

Typically a Director of Talent Management in a global organisation is responsible for all aspects of Talent Management, including the implementation of key processes related to talent review, succession planning, and mobility strategies across each business in the organization

This position involves understanding business and function needs and translating them into an executable talent management strategy, collaborating with business, HR and talent partners worldwide.

This position also involves strong partnership with the Staffing, Learning and Development and Diversity partners.

The Director of Talent Management will have the following responsibilities:

  • Implement the global talent agenda for each business in partnership with the Senior HR Officers  Senior HR Advisors, and the Head of Global Talent Management.
  • Implement talent management solutions, such as talent review, succession planning, executive assessment, coaching, individual development planning, and integrate them with staffing into management and leadership positions, participate in leadership and executive development programs and focus on building diversity
  • Manage and develop a cohort of key leaders with the potential to take on larger roles and lead the company in the future
  • Manage the business’ pivotal roles, with a focus on strengthening long term succession for these roles, and in the short term, help to ensure that they are filled with high potential leaders
  • Support the development and mobility of high potential employees at senior and mid-career levels, ensuring an enhanced pipeline of high performing professional talent
  • Support the corporate and business talent review processes, including workforce planning and preparation for the CEO led Board review, and deeper reach talent reviews
  • Manage the talent database and associated metrics, track metrics in support of the reporting needs of the Global Talent Management Organization
  • Implement talent initiatives and support diversity and Learning & Development initiatives
  • Provide consulting services as a subject matter expert for HR and oversee programs and activities related to talent processes and practices
  • Build capability among HR generalists and line leaders in talent identification, planning and development
  • Partner closely with the Senior HR Advisors and Corporate HR practice leaders to develop and execute short and long-term HR strategies to grow and develop talent
  • Liaise with Leadership Development and Functional Learning & Development partners on the Executive & Leadership Development Programs nomination processes.
  • Provide coaching and development to address business talent and performance gaps
  • Keep abreast of internal and external talent and best practices

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