Director of Talent Development This position is responsible for establishing a comprehensive strategy for the development of high performance internal talent. The Director of Talent Development will assess, develop, and enhance people processes including performance management, coaching, employee assessment, and development and succession planning. In addition, this position is responsible for working with leadership to develop a comprehensive survey strategy including, employee engagement, new hire, on boarding and exit surveys. Duties/ResponsibilitiesWork with leaders in the organization to develop a competency framework that can be applied across all talent assessment processes and can support career pathing for internal employees. Create a performance management program that drives individual performance against the strategic business goals of the organization. Work with HR leadership to create and implement a talent management process for the organization including individual talent readiness assessments for all salaried employees, and succession planning for critical and leadership roles. Ensure that the process is forward-looking and aligns our people to the needs of the organization. Identify critical roles and their successors, and oversee development plans to ensure pipeline readiness. Partner with field leadership to identify, recommend, and track the completion of appropriate development activities for HiPo’s to grow the talent pipeline. Support the development of leadership through assessments and coaching. Works with HR leadership to establish formal coaching programs with outside providers as necessary. Work with leaders in the organization to identify long-term organizational capability requirements. Work with other areas of the organization such as training and recruiting to ensure that the right skills are both being developed internally and sourced for externally. Maintain effective internal and external relationships to enhance information transfer, productivity, and the ability to influence decisions of others. While HRIS will own the system, this role will be the process owner of for performance, succession, and talent development. Possess intermediate-level technical expertise to drive strategic optimization of all tools and processes. Identify metrics to track workforce planning, succession planning, and talent management outcomes. Work with HRIS to consolidate any data not available in Dayforce.Surveys and Analytics: Design, implement, and execute a third party hosted annual engagement survey, with a long-term goal of providing quarterly check-in surveys. Provide tools to field locations and staff departments for the analysis and action planning process. Report aggregate information and themes to leadership as necessary; develop programs and strategies to address concerns identified throughout the company. Work consultatively with platform and location leaders, as needed to maximize engagement programs and initiatives. Develop analytics, reporting, and insights to guide the organization on culture and engagement priorities. Collaborate with HRIS Manager and Field HR leadership to review analytics and recommend actions. Work with department leaders to design surveys to collect and analyze information from both internal and external sources as needed. Conduct and analyze information related to salary onboarding and exit surveys, etc. Qualifications Minimum 10 years of experience in OE/OD, L&D, HR, talent management or related experience. Experience with designing and implementing successful talent processes and development strategies in fast-paced, complex situations and/or organizations. Demonstrated ability to work both collaboratively and autonomously to get things done. Comfortable shifting between the roles of strategic leader and hands-on execution. Adaptable with strong project management and collaboration skills. Experience with designing and implementing culture and engagement strategies in fast-paced, complex situations and/or organizations. Proven ability to take complex sets of data and tell its story; expert level Excel capabilities Effective and concise communication, orally and in written form. Strong messaging and writing skills. Experience and proficiency in Dayforce or a related HR technology platform, Microsoft office with intermediate level PowerPoint and expert level Excel skills.Bachelor's degree in Industrial/Organization Psychology, Organization Behavior, Human Resources, Business or related field of study. Master’s preferred.