Director - Talent Management

Our core values — Stewardship, Character, Collaborate, Learn, Disrupt — are the lens through which we evaluate every business decision. As a dynamic, growing company that offers extremely competitive compensation and benefits, our employees are our most valued assets and the foundation of Expand's performance among our E&P competitors.

We seek applicants from all backgrounds to ensure we get the best, most creative talent on our team. We realize that, historically, underrepresented groups feel the need to be 100% qualified in order to apply. If you meet any combination of our requirements, we encourage you to apply. We strive to hire people from a wide variety of backgrounds, not just because it’s the right thing to do, but because it makes our company stronger.

Job Summary

The Director, Talent, Culture & Leadership is responsible for leading the enterprise strategy, design, and execution of integrated talent solutions that enable business performance and strengthen organizational capability. This role serves as a key member of the HR Leadership Team and partners closely with business leaders, HR Business Partners, and other enterprise functions to develop and implement fit-for-purpose programs, processes, and initiatives that attract, develop, engage, and retain high-performing talent.


The Director provides enterprise leadership across talent acquisition, talent management, leadership development, organizational effectiveness, employee engagement, and culture. The role ensures talent and organization strategies are aligned with the company's business objectives, operating model, workforce requirements, and future growth priorities.

Job Duties & Responsibilities

Strategic Leadership & Enterprise Partnership
•    Serve as a member of the HR Leadership Team, contributing to people strategy, workforce priorities, and organizational effectiveness initiatives
•    Partner with executive leadership and business stakeholders to align talent strategies with business objectives, operational requirements, and long-term growth plans
•    Ensure talent and organization initiatives support the company operating model and drive measurable business outcomes
•    Collaborate with corporate functions and business units to deliver integrated, scalable, and sustainable solutions
•    Provide strategic counsel to leaders regarding organizational capability, workforce risks, leadership effectiveness, and talent priorities

Talent Acquisition & Workforce Strategy
•    Develop and execute enterprise talent acquisition strategies.
•    Partner with business leaders to identify workforce requirements and develop recruiting and workforce planning strategies
•    Lead the evolution of recruiting processes, employment branding, candidate experience, and selection practices
•    Enhance hiring outcomes through effective governance, workforce analytics, labor market intelligence, and talent pipeline strategies
•    Ensure talent acquisition efforts align with organizational culture, and long-term workforce needs

Leadership Development & Succession Planning
•    Create and execute an enterprise leadership development strategy designed to strengthen leadership capability at all levels of the organization
•    Develop leadership frameworks, competency models, and development pathways aligned with business priorities and organizational values
•    Design and implement programs that accelerate leadership readiness, succession strength, and organizational capability
•    Partner with senior leaders to identify future leadership needs and build robust succession pipelines for critical roles
•    Support executive assessment, coaching, team effectiveness, and leadership transitions

Enterprise Culture & Employee Engagement
•    Lead initiatives that strengthen and sustain a high-performance culture aligned with organizational values and business objectives
•    Develop culture strategies that reinforce accountability, collaboration, innovation, inclusion, engagement, and employee experience
•    Assess organizational health, engagement, and culture effectiveness through data, feedback, and stakeholder insights
•    Partner with business leaders to translate cultural aspirations into practical behaviors, leadership expectations, and workforce practices
•    Facilitate culture transformation initiatives supporting organizational growth, change, and performance improvement

Supervision & Professional Development
•    Reports to the Vice President of Human Resources.
•    Serves as a key member of the HR Leadership Team, contributing to enterprise talent, leadership, culture, and organizational effectiveness strategies
•    Partners closely with executive leadership, HR Business Partners, Talent Acquisition, Compensation & Benefits, HR Operations, and other Centers of Excellence to deliver integrated people solutions
•    Collaborates across the organization to align talent programs, leadership initiatives, and culture strategies with business objectives and operating model requirements
•    Serve as a trusted advisor on talent strategy, organizational effectiveness, leadership capability, workforce planning, succession management, and enterprise culture

Job Specific Skills

• Demonstrated ability to develop and execute integrated talent and culture strategies that directly support business objectives and operational priorities
• Strong organizational effectiveness, organizational design, facilitation, strategic planning, and problem-solving capabilities
• Ability to influence and build credibility with executive leadership and cross-functional stakeholders
• Excellent communication, presentation, consultation, and relationship management skills
• Strong analytical capabilities with the ability to translate data and talent insights into actionable recommendations

Education

Minimum: Bachelor’s degree - from accredited university - Human Resources, Business Administration, Industrial/Organizational Psychology, Organizational Ddevelopment or related field

Preferred: Master’s degree

Preferred: PHR/SPHR; CCP/CBP/GCCP/GCBP;CEP; CPLP

Experience

Minimum: 12 years of progressive leadership experience spanning talent management, talent acquisition, organizational effectiveness, leadership development, culture, and broader human resources functions

Preferred: 2 - 5 years supervisory/management experience

Additional Qualifications

• Demonstrated success developing and implementing enterprise talent strategies within complex, operationally intensive organizations
• Experience serving as a strategic advisor to senior executives and influencing enterprise-wide decisions
• Proven track record designing and delivering scalable talent, leadership, organizational effectiveness, and culture initiatives that drive measurable business outcomes
• Strong understanding of workforce planning, organizational design, change management, talent acquisition, succession planning, and leadership development
• Experience leading cross-functional initiatives within a matrixed organizational environment

Expand Energy takes necessary action to ensure that all applicants are treated without regard to their race, color, religion, sex, sexual orientation, age, gender identity, national origin, genetic information, disability, pregnancy, military or veteran status or any other protected characteristic as established by law.

Expand Energy Corporation's operations are focused on discovering and developing its large and geographically diverse resource base of unconventional oil and natural gas assets onshore in the United States.

Nearest Major Market: Houston
Job Segment: Pipeline, Recruiting, Sustainability, Strategic Planning, Relationship Manager, Energy, Human Resources, Strategy, Customer Service

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