Job description
Sr. Director of Talent
Are you ready to shape the future of our workforce? We are seeking a visionary Sr. Director, Talent, who will take on broad responsibilities and work closely with our Chief People Officer (CPO). In this pivotal role, you will lead and evolve an integrated talent strategy that is directly aligned with strategic goals. To support our dispersed workforce, you will implement and evolve programs to enhance the talent lifecycle, including recruiting, onboarding, training, career development and succession planning, leadership development, and performance management.
In this role, you will bring our end-to-end talent strategy to life by advising business leaders on how to align structure, leadership, culture, and talent to achieve their unique business goals. As an advocate of equitable and inclusive talent solutions, the Sr. Director, Talent will influence and build relationships to empower leaders. It is critical that data is at the center of these changes – first for making a business case, then for regular continuous improvement and measurement mechanisms.
Your Responsibilities
·Deliver expertise, consultation, and direction in all areas related to enterprise-wide talent.
·Partner with the CPO, senior leadership, HR team and business leaders to align and implement talent programs and systems to support our goals.
·Lead an engaged, and high-touch team. Provide ongoing coaching and development opportunities for direct reports and members of their teams.
·Oversee the selection, delivery, and infusion of relevant technologies, systems, tools, and metrics related to the talent ecosystem and lifecycle.
Talent Management
·Partner with the CPO and offer counsel and a strategic outlook for the business as it relates to enterprise talent and succession.
·Coach management to promote engagement into their own organizations and team. Set standards for managers and hold enterprise leadership accountable for communication and understanding the “pulse” of their people.
·Embed thoughtful assessment and rigorous benchmarking processes to identify high potentials and potential gaps in the talent supply (short- and long-term). Lead valuable “career pathing” programs that link employees at all levels to greater engagement.
·Deliver expertise, consultation, and direction in learning and development, instructional design, learning technology, and performance support.
Talent Acquisition
·Support business leaders across the enterprise to engage and retain great, diverse talent.
·Guide the team in developing new sourcing strategies, building talent pipelines, managing external partnerships (e.g., colleges, portals, and vendors), and expanding external employee branding efforts.
·Improve the design and adoption of the best recruiting practices at all levels.
·Develop recruitment metrics to track effectiveness of programs, sources, and technology to meet established goals. Track and use attraction and retention data for ongoing hiring process improvement.
Strategic Workforce Planning
·Promote transparency of skill-based requirements for career progression through the inventory and development of the main skills required to progress our strategic framework.
·Oversee the development and operation of our development programs including partnering on the Leadership Development Programs for each business.
·Using a data-driven approach, serve as a strategic partner to HR and executive leadership to ensure the business has the right people in the right jobs at the right time.
The Essentials - You Will Have
·Bachelor’s Degree or equivalent relevant experience
·Legal authorization to work in the U.S. We will not sponsor individuals for employment visas, now or in the future, for this job opening.
The Preferred - You Might Also Have
·Minimum of 15+ years of human resource experience, with expertise in leadership and talent development
·Bachelor’s degree in HR Management, Organizational Development, or related program
·Experience and success evolving a talent strategy and culture
·Experience within leadership roles during a time of change (i.e. growth, restructure, M&A)
·Commercial and operational orientation - Display an understanding and curiosity for the front end of the business. Translate the strategic into tangible goals.
MeridianLink has a wonderful culture where people value the work they do and appreciate each other for their contributions. We develop our employees so they can grow professionally by preferring to promote from within. We have an open-door policy with direct access to executives; we want to hear your ideas and what you think. Our company believes that to be productive in the long term, we must have a genuine work-life balance. We understand that employees have families and full lives outside of the office. To that end, we honor their personal commitments.
MeridianLink is an Equal Opportunity Employer. We do not discriminate based on race, religion, color, sex, age, national origin, disability, or any other characteristic protected by applicable law.
MeridianLink runs a comprehensive background check, credit check, and drug test as part of our offer process.
Salary range of $180,000 to $262,000 (It is not typical for offers to be made at or near the top of the range.) The actual salary will be determined based on experience and other job-related factors permitted by law including geographical location.
Meridianlink offers:
Stock options or other equity-based awards
Insurance coverage (medical, dental, vision, life, and disability)
Flexible paid time off
Paid holidays
401(k) plan with company match
Remote work
All compensation and benefits are subject to the terms and conditions of the underlying plans or programs, as applicable and as may be amended, terminated, or superseded from time to time.
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