Director, Global Talent Development

Badger Meter - Where Every Drop Counts and So Do You
 

At Badger Meter, we're more than a leading global water technology company - we're innovators with a mission: to preserve and protect the world's most precious resource. For over 120 years, our trusted solutions have enabled our customers to optimize the delivery and use of water, maximize revenue and reduce waste.

Every employee at Badger Meter is an important part of our success. Here, your work doesn't just move a business forward - it shapes a more sustainable future. We are committed to building a workplace where we celebrate differences, empower voices, and encourage fresh ideas that drive innovation.

When you join us, you'll find:

• Purpose-driven work that makes a real difference in communities around the globe.

• Career growth and development opportunities designed to help you achieve your potential.

• A supportive, inclusive culture where collaboration and creativity thrive.

Be part of something bigger. At Badger Meter, your contributions will ripple far beyond the workplace - creating lasting change for people and the planet.

What You Will Contribute:
 

The Director, Global Talent Development is responsible for designing, implementing, and sustaining a cohesive global talent and learning strategy that builds the capabilities, leadership pipeline, and culture needed to achieve Badger Meter’s long-term growth objectives.

This role creates and administers the global talent planning process, develops enterprise-wide competencies and career paths, and leads the design and delivery of development programs that span individual contributors, emerging leaders, new-to-supervision leaders, managers, and directors. It also oversees early talent strategy, onboarding, and global learning initiatives that support both business results and individual career growth.

Key Responsibilities

Global Talent & Development Strategy

• Develop and lead a multi-year global talent development strategy aligned with Badger Meter’s business strategy, values, and culture.
• Create and administer the global talent planning process, provide ongoing assessment of organizational talent needs and the development of key talent.
• Develop action plans to build and enhance critical corporate competencies, ensuring they are aligned with talent planning outcomes and business priorities.

Leadership, Management & Broad-Based Development

• Lead the organizational assessment, design, implementation, and evaluation of learning and development initiatives that enhance employee performance, leadership capability, and organizational effectiveness. Programs span emerging leaders, individual contributors, new supervisors, managers, and directors.
• Design, refine, and oversee “Leading at Badger Meter” and other manager/director development programs that ensure leaders can execute strategy, effectively lead their teams, and drive employee productivity and engagement.
• Identify and assess global development needs and deploy company-wide and individual learning initiatives that support both business objectives and personal career goals.
• Conduct training needs assessments and recommend and implement programs to support key skill areas and critical capabilities across the organization.

• Develop and maintain organizational competencies for leaders and employees that drive achievement of strategic business objectives. Integrate these competencies into core HR programs and processes, including hiring, performance management, talent reviews, and development planning, ensuring consistency of expectations globally.

Career Paths, Learning Paths & Succession

• Lead the development of career paths across functions (e.g., manufacturing, engineering, software/digital, sales, product, operations) to support employee development and key talent retention.
• Ensure development tools and programs meet succession and development needs of key talent and critical roles; monitor ROI and outcomes of development initiatives.

Early Talent Strategy & Pipelines

• Oversee the early talent strategy that supports workforce sustainability, including: High school outreach and awareness of technical careers, technical trade partnerships, university and college relations and internship and co-op programs.
• Ensure a comprehensive, connected approach that links early talent experiences to long-term hiring, development, and retention goals, and that these programs serve as strategic pipelines into key roles.