Head of Talent Management Programs and PMO

Talent Program Architecture & Strategy

• End-to-End Program Design: Lead the evolution of core talent cycles, including performance management, 360-degree feedback, and promotion frameworks, ensuring they align with a high-performance culture.
• Competency & Career Mapping: Architect standardized competency models and career ladders that provide clear, transparent growth trajectories for all global functions.
• Succession & Talent Readiness: Design and facilitate the talent review process, identifying high-potential leaders and building a data-backed succession pipeline to future-proof the organization.
• Manager Enablement: Partner with cross-functional partners to ensure talent programs provide managers with the tools and insights needed to lead high-performing teams.

Portfolio Leadership & PMO Governance

• Strategic Roadmap Management: Own the TMR integrated roadmap, maintaining centralized visibility into project health, dependencies, and resource allocation to ensure on-time delivery.
• Operational Excellence: Establish and iterate on a "lean" project management methodology that prioritizes speed and impact over administrative overhead.
• Cross-Functional Orchestration: Act as the primary connector between Total Rewards, Talent Acquisition, and Business Leadership to ensure talent initiatives are integrated and cohesive.

Performance Analytics & Insights

• The Talent Dashboard: Develop an enterprise performance framework using key metrics (e.g., promotion velocity, retention, talent density) to measure the ROI of our people programs.
• First-Principles Analysis: Leverage data to conduct root-cause analysis on organizational trends, providing executive leadership with actionable insights to inform policy and resource decisions.

Requirements

• 8+ years in Talent Management, People Operations and portfolio/program management, including senior-level ownership of company-wide talent programs in fast-paced, product-led or high-growth environments.
• Comfort and curiosity with AI tools as applied to talent program design, analytics, and portfolio management.
• A proven track record building or leading a PMO, with clear outcomes shipping complex, multi-stakeholder programs on time.
• Depth in modern talent practices: performance systems, org design, competency/career frameworks, succession planning, and manager effectiveness.
• Expert operational rigor with program/project management frameworks and process improvement (e.g., PMP/PgMP/Agile, Lean principles) applied pragmatically.
• Strong data fluency and a product mindset for people analytics—able to design dashboards that tell a story, inform trade-offs, and drive accountability.
• Excellent executive communication and influence; you simplify complexity, align stakeholders, and make crisp, well-reasoned recommendations.

Nice-to-Haves

• Deep understanding of modern talent management theories, including performance psychology, organizational design, and succession modeling.
• Expert-level proficiency in project management frameworks (PMP, PgMP, or Agile) and process improvement methodologies (Lean Six Sigma).
• Exceptional communication skills with the ability to simplify complex operational challenges for executive stakeholders.
• A "product mindset" regarding HR data capable of building dashboards that tell a story and drive accountability.