Director, Talent Management

Labcorp is seeking a remote Director of Talent Management.

Labcorp’s Enterprise Learning & Talent Development function is on a journey to build the systems, practices, and capabilities needed to meet the organization’s future talent demands. We are seeking a Director of Talent Management to help shape our enterprise-wide talent management approach. Reporting to the Executive Director of Talent Management & Organization Development, this new role will be a key partner and thought leader with strategic and operational responsibility for Labcorp’s enterprise talent review and succession planning processes. This is an ideal opportunity for a future-focused builder who can partner across the HR function to translate business strategy into talent strategies and scalable processes that strengthen critical capabilities, expand talent pipelines, and prepare the company for its future workforce needs.

Work Schedule:

• Full‑time, exempt (salaried) role with standard business hours of Monday through Friday. 
•  Business needs may occasionally require flexibility in work hours, including earlier, later, or additional hours, with reasonable notice provided when possible.
• Up to 10% domestic travel.

Applicants who live within 35 miles of either the Burlington, NC or Durham, NC location will follow a hybrid schedule. This schedule includes a minimum of three in-office days per week at an assigned location, either Burlington or Durham, supporting both collaboration and flexibility.

Duties & Responsibilities: 

Enterprise Talent Review & Succession Planning

• Design, lead, and continuously improve the Enterprise-wide talent review and succession planning processes.
• Ensure consistent and rigorous talent assessment practices that provide visibility into leadership bench strength, critical roles, and succession risk.
• Develop toolkits, playbooks, and facilitate learning experiences (e.g., workshops, training, communities of practice, etc.) to enhance the HRBP community’s talent management capability.
• Partner with senior HR Business Partners to ensure outcomes translate into targeted development plans for high-potential and succession candidates.
• May be asked to facilitate senior-level talent discussions, synthesizing insights to drive enterprise action plans and leadership development strategies.

Leadership Pipeline & Future Capabilities

• Develop the Enterprise leadership pipeline strategy and approach to identifying and cultivating high potential talent (e.g. assessment, on the job experiences, and readiness pathways, etc.).
• Identify enterprise-critical capabilities and talent segments essential to the company’s long-term strategy.
• Drive forward-looking initiatives related to future skills, talent forecasting, and organizational capability-building.

Talent Strategy & Advisory

• Provide thought leadership on emerging trends in talent, workforce planning, talent pipeline development, succession, and internal mobility.
• Use data-driven insights and internal/external benchmarking to shape recommendations and guide strategic decisions.
• Serve as a strategic advisor to senior HR and business leaders on the development and execution of Talent Management strategies, ensuring alignment with business goals and future-focused workforce requirements.
• Lead the development, implementation, and improvement of strategies, frameworks, and philosophies aligned to business objectives.

Stakeholder Engagement & Cross-Functional Collaboration

• Consult with senior HR and business leaders on talent strategy, organizational capability, and succession risk mitigation.
• Lead a collaborative effort across HR COEs, operations, and business partnering to ensure an integrated talent ecosystem.
• Create the conditions for understanding and sustainable change by facilitating complex discussions and applying business insight, talent expertise, consulting and change management principles to address diverse stakeholder needs.

Data Insights & Reporting

• Work with the People Analytics team on talent analytics, and insights that inform strategic talent decisions and pipeline gaps.
• Partner with our HR Technology team to leverage Workday and related tools to enable scalable, high-quality talent processes.
• Prepare materials, insights, and recommendations for senior leadership.

Minimum Experience & Education

• Bachelor’s degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Education or Business
• 10 or more years of progressive experience in Talent Management, Organizational Development, Leadership Development,