Job description
Ascend Growth Partners is a premier advisory and HR solutions firm helping Fortune 500 and high-growth companies transform their talent strategies. We are seeking a strategic Director of Talent Management to lead leadership development, succession planning, and performance systems across our client portfolio and internal teams.
In this role, you will partner with C-suite and HR leaders to design scalable talent programs, enhance workforce capability, and drive business outcomes through data-driven coaching and development.
Join a high-impact HR team focused on developing leaders, shaping organizational capability, and delivering measurable talent outcomes.
Responsibility
- Lead the development and execution of enterprise-wide talent management strategy, including succession planning, leadership development, and performance management.
- Design and implement scalable coaching, mentoring, and high-potential development programs.
- Partner with business leaders to forecast talent needs and craft comprehensive workforce plans aligned to business strategy.
- Build and maintain competency models, career ladders, and role-based development frameworks.
- Drive talent analytics with dashboards measuring retention, advancement, engagement, and ROI of programs.
- Oversee leadership development programs, executive coaching, and succession readiness for critical roles.
- Manage relationships with external training providers and integrated talent development solutions.
- Lead change management and program adoption during large-scale transformations.
Qualification
- Bachelor's degree in HR, Organizational Psychology, Business, or related field; Master’s preferred.
- 8+ years in talent management, learning & development, or HR with progressive responsibilities.
- Demonstrated success designing and implementing talent programs at scale across multiple functions.
- Strong data analytics capabilities with experience using HRIS and data visualization tools.
- Excellent facilitation, coaching, and executive presence; ability to influence at senior levels.
- Deep knowledge of succession planning, competency models, performance management, and career architecture.
- Experience with organizational design and change management.
- Proficiency with HR technologies (Workday, SAP SuccessFactors) and BI tools (Tableau, Power BI).