Director, NAM Talent Partner

PURPOSE & OVERALL RELEVANCE FOR THE ORGANIZATION:

• Activate the Talent Strategy with a NAM Lens: Bring the Global Talent Strategy to life in North America by shaping it through the unique needs and priorities of the market. Ensure that Talent programs reflect NAM’s business context, empower local decision-making, and drive a consistent, high-impact employee experience that fuels our culture and performance.
• Deliver Scalable, High-Impact Talent Solutions: Drive core Talent programs, services, and experiences for HR Partners across NAM, ensuring seamless execution of performance, development, and succession initiatives. Leverage the broader Talent ecosystem to co-create agile, future-focused solutions that meet both business and people’s needs.
• Activate a Winning Talent Game Plan for the Market: Steer a NAM-specific Talent Strategy that aligns to business priorities—applying a “build, borrow, or buy” approach to fuel our critical roles, deepen our talent bench, and future-proof capabilities in the most competitive market in the world.

 

KEY RESPONSIBILITIES:

• Design and deliver market-relevant Talent initiatives and non-core programs that address specific business or functional needs, while aligning with global standards and leveraging internal best practices.
• Act as the key Talent point of contact for NAM-based HR Business Partners, enabling the delivery of the Talent Strategy through core programs, tools, and experiences that reflect business needs and market realities.
• Support the implementation of “Build, Borrow, or Buy” Talent solutions by translating business priorities into actionable workforce planning and capability strategies in collaboration with HR Business Partners.

• Partner closely with the Market HRLT to facilitate and guide succession planning processes for key leadership roles, ensuring clear talent mapping, development action planning, and visibility into future talent needs.
• Maintain and contribute to a diverse and inclusive leadership pipeline by supporting HIPO identification, Top Talent discussions, and strategic development plans.

• Execute and scale Core Talent processes (e.g., TLU, Succession, Talent Conferences) across the market in partnership with HR Business Partners, ensuring consistency, quality, and alignment with global frameworks.

• Analyze Talent trends, workforce data, and future capabilities need to proactively consult with HR Business Partners on targeted Talent interventions.
• Share insights with global and regional Talent teams to help inform and refine integrated Talent products and services.

• Champion equitable practices within succession and Top Talent identification processes.

 

KNOWLEDGE, SKILLS AND ABILITIES:

• Demonstrated ability to think and act strategically, translating business needs into impactful Talent actions and solutions.
• Strong commercial awareness with the ability to align Talent, HR, and business strategies to drive results.
• Deep understanding of the North American market and functional dynamics, with cross-functional Talent expertise.
• Skilled at building trust and influencing senior stakeholders with and without authority across a matrixed, global organization.
• Comfortable managing expectations and navigating ambiguity across HR Leadership Teams and business leaders.
• Strong internal consulting and diagnostic skills, with a solutions-oriented mindset.
• Clear and compelling communicator in both written and verbal formats; skilled in delivering engaging presentations to executive and large group audiences.
• Advanced facilitation skills, with the ability to guide strategic Talent discussions, drive alignment, and generate outcomes.
• Broad generalist knowledge across all areas of Talent, including Talent Management, Leadership & Learning, Organizational Development, and Succession Planning.
• Collaborative team player who thrives in complex, cross-functional, and multicultural environments.
• Experience working on local, regional, and global search strategies and talent planning efforts.
• Deep understanding of the talent landscape within the North American market and multiple functional domains.
• Trusted advisor with a coaching mindset; coaching certification preferred but not required.

 

 

REQUISITE EDUCATION AND EXPERIENCE / MINIMUM QUALIFICATIONS: 

• Minimum of 8-10 years’ work experience in Talent Management, Leadership & Learning, Organizational Development or relevant field.