Associate Director, Enterprise Talent Management

What if the work you did every day could impact the lives of people you know? Or all of humanity?

At Illumina, we are expanding access to genomic technology to realize health equity for billions of people around the world. Our efforts enable life-changing discoveries that are transforming human health through the early detection and diagnosis of diseases and new treatment options for patients.

Working at Illumina means being part of something bigger than yourself. Every person, in every role, has the opportunity to make a difference. Surrounded by extraordinary people, inspiring leaders, and world changing projects, you will do more and become more than you ever thought possible.

Position Summary

The Associate Director, Enterprise Talent Management defines and evolves Illumina’s enterprise talent philosophy, frameworks, standards, and governance for a global workforce of approximately 8,000 employees.

As a strategic leader within the Talent Management Center of Excellence, this role serves as the enterprise authority for core talent practices, including performance management, talent reviews, succession planning, leadership assessment, and related talent processes. The Associate Director establishes the frameworks, decision criteria, governance, tools, and quality standards that enable consistent, high-quality talent decisions across the organization.

This role translates business strategy, workforce insights, leader feedback, and external research into an integrated roadmap for modern, scalable, and evidence-based talent practices. The Associate Director partners closely with HR Business Partners and business leaders to ensure practices address enterprise and business needs while maintaining appropriate consistency and governance.

The role also partners with Learning and Capability building leader, who translate talent practice requirements into leader development, capability-building, and enablement solutions. Together, these teams strengthen leader readiness, organizational adoption, and the sustained application of Illumina’s talent practices. Success requires deep Talent Management expertise, enterprise systems thinking, strong consultation skills, and the ability to lead transformation through influence in a complex global organization.

Key Responsibilities

• Define and evolve Illumina’s enterprise talent philosophy, strategy, frameworks, and roadmap in alignment with business priorities, workforce needs, company values, and leadership expectations.
• Own the design, governance, and continuous improvement of enterprise practices across performance management, talent reviews, succession planning, leadership assessment, and related talent processes.
• Establish enterprise methodologies, decision criteria, standards, guardrails, roles, and governance mechanisms that support consistent, equitable, and high-quality talent decisions.
• Maintain the enterprise source of truth for Talent Management practices, including documented principles, processes, policies, decision rights, and quality standards.
• Partner with HR Business Partners and senior leaders to translate business and workforce needs into enterprise talent priorities and provide strategic guidance on the application of talent practices.
• Lead cross-functional talent transformation initiatives, translating enterprise designs into clear process, data, technology, communication, and enablement requirements.
• Partner cross functionally to define the organizational needs and translate talent practices into scalable development and enablement solutions
• Use talent analytics, workforce insights, stakeholder feedback, and external research to evaluate effectiveness, identify opportunities, and guide future design decisions.
• Define and monitor measures of adoption, quality, consistency, user experience, decision effectiveness, and business impact.
• Evaluate emerging practices, technologies, automation, and AI-enabled capabilities to improve the scalability, usability, and effectiveness of enterprise talent practices.
• Influence senior stakeholders, resolve complex design and governance issues, and balance enterprise consistency with appropriate business and regional flexibility.

Qualifications

• Typically requires a Bachelor’s degree and a minimum of 15 years of related experience, with 7+ years of Management experience.
• 8+ years of progressive experience in Talent Management within a complex global organization.
• Deep expertise designing and governing enterprise talent practices including performance management, succession planning, talent reviews, leadership development, and workforce planning.
• Demonstrated success developing enterprise frameworks, operating models, governance structures,