Director, Talent Management at FHI 360

RESPONSIBILITIES / DUTIES

Complexity & Problem Solving:

• Skillfully manages abstract concepts across Talent Management, evaluating intangible variables to identify and evaluate underlying issues.
• Develops and implements a comprehensive, integrated global talent management strategy that aligns with the organization’s mission, values, and strategic goals.
• Collaborates with leadership to define and prioritize critical organization requirements, including organization and leadership capabilities, key strategic priorities, and talent segments requiring specific focus.
• Uses data and analytics to inform strategy, planning, and program design, assess the effectiveness of talent management programs, and makes data-driven continuous improvement decisions.

Discretion & Impact:

• Responsible for shaping and executing the company’s overarching talent management strategy, translating it into departmental objectives.
• Errors in decision-making could significantly impact the company’s ability to attract, develop, and retain top talent over an extended period.
• Leads Workday talent processes, including business processes, communication planning, enhancements, and data governance.
• Leads the design and execution of a robust performance management system that aligns individual performance with organizational goals.
• Implements strategies to recognize and reward high performance and manage underperformance through appropriate interventions.

Collaboration & Interaction:

• Interacts with key internal and external executive-level stakeholders, negotiating critical matters and shaping policy and strategy through effective communication.
• Partners with senior leadership, HRBPs, and other key stakeholders to ensure strategic alignment on purpose/intent, shared ownership, and implementation support for talent management initiatives.
• Communicates talent management strategies, programs, and results to stakeholders at all levels of the organization.
• Collaborates with HR Operations, Technology & Services team to develop a digital/technology and data/insights optimization plan to enable the talent management strategy.

Management & Supervision:

• Leads the Talent Acquisition, Learning & Development, Career Development, Succession Planning, and Performance Management areas, overseeing managers and individual contributors responsible for their successful operation.
• Drives innovation and solutions across these areas, ensuring alignment with organizational priorities.
• Develops and implements global talent acquisition strategies to attract and hire diverse, high-quality candidates.
• Oversees the recruitment process, including sourcing, interviewing, and selection, ensuring alignment with organizational goals and values.
• Oversees Executive Onboarding tools and processes, ensuring a best-in-class new leader experience through onboarding and assimilation activities for external hires and pipeline internal promotions.
• Designs and leads the implementation of comprehensive learning and development programs that address the needs of employees at all levels.
• Oversees the development and delivery of training programs, including leadership development, technical skills training, and soft skills development.
• Implements and manages a learning management system (LMS) to track and evaluate the effectiveness of training initiatives.
• Develops and implements career development frameworks and pathways to support employees’ growth and advancement within the organization.
• Provides guidance and tools for career planning and progression, including mentorship and coaching programs.
• Develops and implements succession planning strategies to ensure a robust pipeline of talent for key leadership and critical roles.
• Responsible for developing the strategy, designing the processes, managing projects, and ensuring stakeholder alignment for FHI 360’s enterprise-wide talent review and succession planning. This includes top leadership and critical roles, potentially involving CEO succession, as well as executive selection and onboarding.
• Aggregates talent data to identify nominees for High Potential development programs, assessment cohorts, and other developmental opportunities, ensuring high-potential employees have plans in place to prepare them for future leadership positions.
• Collaborates with senior leadership to assess and address succession risks and opportunities.
• Integrates DEI principles into all talent management strategies and practices to build a diverse and inclusive workforce.
• Collaborates with HR and leadership teams to develop initiatives that promote DEI throughout the talent management lifecycle.
• Embraces other duties as assigned, contributing to the team’s multifaceted and evolving responsibilities.

QUALIFICATIONS

Knowledge & Skills:

• Demonstrates strong strategic thinking and planning skills, aligning talent management strategies with organizational objectives.
• Extensive knowledge of HR best practices, regulatory requirements, and global trends in talent management.
• Proficiency in HRIS, LMS, and other talent management technologies enhances their ability to drive effective program implementation.
• Executive presence and influence capabilities.
• Strong analytical skills with the ability to interpret data and make data-driven decisions.
• In-depth knowledge of HR best practices, trends, and regulatory requirements in various countries.
• Commitment to the mission and values of the organization.
• High degree of integrity, professionalism, and confidentiality.
• Strategic thinker with a proactive approach to problem-solving.
• Ability to collaborate and get things done in a matrix organizational structure.
• Culturally sensitive with the ability to work effectively in a diverse, global environment.
• Strong grasp of how to coach a variety of high-potential and promotable individuals.
• Experience in coaching, consulting, or strategic business partnerships within HR.
• Experience in integrated talent acquisition, learning and development, career development, succession planning, and performance management programs.
• Track record of building and executing talent management strategies aligned with organizational priorities.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field, or its international equivalent.
• Minimum of 15 years of progressive HR experience with a focus on Talent Management, including at least 8 years in a leadership role within a global organization; or 12 years with a master’s degree; or 9 years with a PhD; or equivalent combination of relevant education and experience.
• Must have experience working globally, with a focus on projects in developing countries.

Preferred Qualifications:

• Master’s degree in a related field.
• Certifications such as SHRM-SCP, SPHR, or leadership assessments are preferred.
• Internal or external consulting experience.
• Experience in the non-profit or international development sector.
• We welcome candidates with other relevant certifications or their international equivalents.