Senior Director, Talent & Development – Global Corporate Functions & Platform Services

Location(s):

United States of America

City/Cities:

Atlanta

Travel Required:

00% - 25%

Relocation Provided:

No

Job Posting End Date:

June 2, 2025

Shift:

Job Description Summary:

This role is accountable for the design and delivery of talent strategies for (a selection of) our Global Center Functions and Platform Services.  This is executed through programs and processes such as succession management, high potential identification and development, performance enablement, leadership development, assessment, and coaching, talent reviews, and more. The role acts as an internal consultant and subject matter expert to the business, in close partnership with the respective HR leaders, on implementing and deploying the talent practices.

The role is part of a broader team of senior Talent, Learning & Leadership development and Talent Strategy professionals, reporting to the Vice President of Global Talent Strategy and Succession.

Key Accountabilities: 

• Work through and with a team of HR leaders and business partners to translate TCCC’s global talent strategy into practices that solve and help achieve business priorities

• Lead succession and pipeline development for respective areas of the business, which includes profile definition, talent assessment, successor development, global functional talent reviews for key pipelines, and connection with (exec) recruiting team for hiring decisions

• Lead talent segmentation (high potential identification) process, ensuring consistent application of global high potential definition, leadership alignment on talent, and high potential development and career planning

• Design and facilitate all People Development Forums (PDFs), and adjacent talent reviews, on a variety of topics. This includes center function and global functional talent reviews for select business areas.

• Steward the deployment and use of talent assessments in talent decision making, including the Pipeline Talent Experience (PTE) assessment for senior leaders and Leadership and Growth Insights Tool (LGI) for junior leaders

• Consult on a variety of leadership and team development needs for client groups, including curating development solutions to build leadership and team capability

• Ensure the best practice application of Performance Enablement in client groups, stewarding the consistent evaluation of year-end performance and connection to rewards

• Provide coach to HR teams, leaders, and employees on a variety of talent topics or for their development

• Provide feedback and thought partnership to COE partners designing global solutions

• Provide ongoing subject matter expertise and consulting support to leaders and HR teams on other talent issues that arise

• Ensure compliance with local legislative requirements 

Capability Required: 

• Business Acumen: Takes time to understand business / client group priorities, opportunities, challenges, and external factors.  Grounds talent recommendations in solving business problems and achieving business growth

• Consulting: Applies subject matter knowledge and strategic thinking to diagnose challenges and deliver tailored solutions.  Engages with stakeholders and HR partners to collaborate and implement. Manages expectations and builds strong collaborative win-win relationships to deliver on key goals. Constructively challenges and provides thought leadership, ideas, and a point of view. 

• Commercialization: translates talent strategies, initiatives, and products into market-ready solutions, ensuring effective audience engagement and adoption, in close collaboration with the Employee Experience Hub, Talent CoE and HR partners.

• Senior Leader Communication and Group Facilitation: Conveys clear and level-appropriate communication to influence senior leaders in individual and group settings.  Expertly facilitates group talent discussions that involve data, collaborative decision making, and managing interpersonal dynamics.

• Brings the Outside In: Integrates external perspectives and insights to enhance strategies and bring the latest innovative thinking to client groups

• Data Analysis and Decision Making: Seeks out a variety of talent data sources and integrates them consistently to inform talent decisions and measure program outcomes. Proficient in understanding data use cases, analyzing and cleaning data, and visualizing data to inform stakeholders.

• Coaching: Actively listens, asks powerful quest