The Sr. Director of Talent Development provides strategic leadership for the organization’s learning, development, and organizational development function. This role oversees the talent development team which encompasses learning & development (L&D) and organizational development (OD). As well as establishes the vision, by integrating leadership development, performance management and enterprise‑wide talent development initiatives that build organizational capability and support business strategy. Working in close collaboration with executive and senior leadership, the Sr. Director of Talent Development sets direction, develops scalable programs and processes, and ensures high‑quality execution while leading and developing a high‑performing team.

Requirements

·       Provide strategic oversight and leadership for the talent development team and all learning, development, and organizational development initiatives across the organization.

·       Establish direction for the function, in collaboration with business leaders and stakeholders, to design and implement scalable solutions that strengthen talent outcomes, advance organizational objectives and align with business strategy.

·       Drive and advocate for innovation by evaluating emerging trends, technologies, and best practices in talent development and employee engagement.

·       Provide visionary leadership and direction for enterprise-wide talent review and succession planning processes and drive organizational talent outcomes.

·       In partnership with Consigli leadership’s vision, own the strategy for company top-talent development initiatives. Create structured opportunities for high potential and executive leadership development. Including identifying critical capabilities, future skill needs, targeted development plans for high-potential individuals, and aligning initiatives and opportunities to business priorities. Collaborate with business leaders, decision makers and OD team.

·       In collaboration with Talent Development managers, develop and lead the department’s operational plan, including key initiatives, strategic priorities, and performance metrics.

·       Oversee the performance of direct reports by setting expectations, providing coaching and feedback; supporting development & building team capability and engagement.

·       Strategically drive the vision and collaborative partnership for organizational learning, culture and development conferences (CLC), in collaboration Marketing and TD team

·       Conduct enterprise‑wide and targeted needs analyses and development assessments, including 360‑degree assessments and Hogan, to identify development priorities and organizational capability gaps.

·       Design, develop, and maintain learning content and instructional materials across instructor‑led, virtual, and e‑learning modalities.

·       Prepare, coach, and support facilitators, consultants, and instructors to ensure consistent, high‑quality learning experiences.

·       Assess training content, learning activities, facilitators, and feedback survey data to measure effectiveness and guide continuous improvement.

·       Evaluate the planning and execution of learning events, workshops, and development programs to ensure quality and impact.

·       Identify, assess, select, and manage external vendors and partners to support learning and organizational development needs.

·       Develop and implement standardized tools, processes, and best practices to enable scalable and effective learning solutions.

Key Skills

·       Strong leadership and people‑management skills.

·       Advanced knowledge of learning and development and organizational development practices.

·       Ability to conduct needs analyses and interpret assessment and feedback data.

·       Strong project management and organizational skills.

·       Experience designing, delivering, and evaluating learning programs and development initiatives.

·       Ability to operate with urgency and adapt approach and communication style to effectively engage a range of stakeholders across different regions, including senior executives

·       Strong written, verbal, and presentation communication skills.

·       Ability to leverage data and insights to inform talent decisions, measure impact, and connect talent strategies to business outcomes.

·       Experience managing vendors and external partners.

·       Proficiency with Microsoft Office applications and learning technologies.

Required Experience

·       Bachelor’s degree in organizational development, human resources, or related field. A master’s degree is a plus.

·       10+ years of progressive experience in talent management and leadership development

·       Experience designing and executing executive and leadership development programs.

·       Demonstrated experience leading teams, managing direct reports, and overseeing complex initiatives.

·       Demonstrated ability to evolve and elevate core talent programs and processes (e.g., performance management, talent review, succession planning) to meet changing organizational needs

·       Proven ability to operate independently while exercising sound judgment and accountability for results.