Director, Talent Management

Job Summary

The Director, Talent Management is responsible for the strategy, governance, and continuous evolution of NetApp's enterprise talent management programs. This leader will architect and scale the processes, capabilities, and operating mechanisms that enable a high achievement culture to deliver long-term business success.

Reporting to the VP, Talent Management, the Director serves as the enterprise leader for performance management, talent reviews, succession planning, promotions, leadership success profiles, and related talent initiatives. The role partners closely with senior executives, HR Business Partners, HR Operations, Total Rewards, Workforce Analytics, Talent Development, and Employee Communications teams to ensure talent practices are integrated, data-driven, scalable, and aligned to business priorities.

This role requires a unique combination of strategic thinking, operational excellence, organizational influence, and change leadership. The successful candidate will help shape the future of talent at NetApp by transforming talent philosophy into practical systems that strengthen leadership effectiveness, reward performance, accelerate development, and build the capabilities needed to achieve our long-term strategy.

Essential Functions

Enterprise Talent Strategy

• Develop and execute a multi-year talent management strategy that aligns with NetApp's business objectives and cultural aspirations.
• Translate enterprise talent philosophy into scalable processes, governance models, leader expectations, and operating mechanisms.
• Serve as process owner for key talent management programs including performance management, promotions, talent reviews, and succession planning.
• Drive continuous improvement of talent processes while ensuring simplicity, scalability, and operational effectiveness globally.
• Anticipate future business and workforce needs and evolve talent systems accordingly.
• Serve as a trusted advisor to senior HR leaders and executives on talent strategy, organizational effectiveness, and workforce risk.
• Establish governance structures, decision rights, operating rhythms, and accountability mechanisms for enterprise talent processes.
• Lead executive talent discussions, talent review forums, and succession planning reviews.
• Identify organizational talent risks and develop mitigation strategies.
• Provide recommendations and insights that influence enterprise talent decisions.
• Support executive and Board-level talent discussions through analysis, briefing materials, and strategic recommendations.

High Achievement Culture

• Lead the talent systems and practices that reinforce accountability, performance differentiation, leadership excellence, and results orientation.
• Ensure meaningful connections between goal setting, performance management, talent reviews, succession planning, promotions, rewards, and recognition.
• Partner with leadership to continuously raise performance standards while maintaining employee trust and transparency.
• Champion talent practices that drive both business outcomes and a positive employee experience.
• Partner with Leadership Development to define leadership expectations and capabilities required for future success.
• Ensure talent and leadership systems work together to strengthen bench strength and succession readiness.

Change Leadership & Stakeholder Management

• Lead enterprise-wide change initiatives associated with talent strategy and process evolution.
• Build strong partnerships across HR and business functions to drive adoption and shared ownership.
• Influence senior leaders through expertise, credibility, business acumen, and data-driven insights.
• Foster a culture of collaboration, accountability, continuous improvement, and operational excellence.

Job Requirements

The successful candidate will:

• Build scalable systems and organizational capability to support effective talent management.
• Create clarity, accountability, and governance across enterprise talent processes.
• Develop strong partnerships and shared ownership across HR and business stakeholders.
• Balance strategic thinking with operational rigor and execution discipline.
• Continuously challenge the status quo and identify opportunities to improve talent effectiveness at scale, including the appropriate use of AI.
• Lead a small team of talent professionals.

Education

• Bachelor's degree in