We are seeking a strategic and service-focused **Senior Director of Talent Development** to lead the delivery of high-impact leadership development, performance enablement, and succession planning initiatives across our retail organization. Reporting to the **Vice President, Talent Engagement & Development** , this role is critical in operationalizing enterprise talent management strategies that build leadership capability, strengthen succession pipelines, and foster a culture of high performance, inclusion, and associate engagement. The successful candidate will have experience delivering complex, enterprise-level programs and be equally skilled in strategy execution, stakeholder influence, change management and team leadership. **Key Responsibilities** **Leadership Development Execution** + Drive the design and implementation of leadership development programs, including enterprise-wide **Leadership Academies** tailored for various leader levels (frontline to executive). + Manage leadership development vendors, executive coaches, and internal facilitators to ensure high-quality, scalable solutions. + Deliver learning and management development experiences aligned with the company’s leadership capabilities framework (competencies) and development strategy. **High Potential (HiPo) Program Management** + Build a strong internal talent pipeline and execute the company’s HiPo strategy, including nomination processes, development plans, cohort experiences, and progress tracking. + Partner with HRBPs to ensure HiPo development aligns with individual readiness and succession goals. + Lead the design and execution of leadership development tailored to close the gap on business-critical leadership capabilities and skills. **Leadership Assessments** + Manage and execute leadership assessments across levels (360s, psychometric tools, etc.), working closely with external vendors and internal stakeholders. + Interpret assessment results and provide guidance for follow-up development plans, coaching, or learning experiences. **Succession Planning & Board Materials** + Collaborate with HRBPs and executive leaders to coordinate and execute biannual succession planning processes across all functions. + Prepare Board of Directors (BOD) materials, succession slates, readiness pipelines, and presentation materials for senior HR and executive leadership. **Performance Management Enablement** + Oversee the execution of the annual performance management cycle, ensuring leaders have the tools, communications, and training to drive accountability and alignment. + Analyze and present performance trends to help inform future development and planning efforts. **Employee Engagement & Culture** + Lead the execution of the annual **VOICE Associate Engagement Survey** , including survey administration, analytics, and follow-up action planning tools. + Partner cross-functionally to design and launch engagement programs that reinforce a positive and inclusive workplace culture. **Executive Onboarding & Integration** + Manage executive onboarding and cultural assimilation experiences to accelerate time to impact and long-term engagement. **Team & Vendor Leadership** + Lead a team of internal talent development professionals and oversee a portfolio of external partners and vendors. + Foster a collaborative, high-performing team environment aligned with HR’s strategic priorities. **Metrics & Reporting** + Track and report KPIs related to program effectiveness, leader development, and succession readiness. + Provide regular updates and data-driven insights to the VP, CHRO, and senior HR stakeholders. **Budget & Resource Management** + Manage budgets associated with leadership development, assessments, coaching, and external partnerships to ensure quality and cost-effectiveness **Minimum Requirements** + Bachelor’s degree in Organizational Development, Human Resources, Business, or a related field; Master’s degree preferred. + 8+ years of progressive experience in talent development, leadership development, or organizational development, preferably in retail or a high-growth, distributed environment. + Proven success in executing leadership development programs, assessments, and HiPo strategies. + Strong experience preparing and presenting talent and succession materials to senior executives and boards. + Excellent facilitation, communication, and stakeholder management skills. + Strong project management capabilities and ability to manage multiple priorities in a fast-paced environment. + Experience with leadership assessments and development tools (e.g., Hogan, OPQ, Korn Ferry, DiSC, 360s). + Strong experience building and leading high-performing customer-focused teams + Proficiency in using talent analytics to drive insights and outcomes. + Experience managing budgets and external vendors/consultants.