How You’ll Contribute:

The Senior Director, Talent & Organizational Effectiveness is a key leadership role responsible for designing and driving enterprise-wide HR programs that strengthen performance, engagement, and communication across Diversified. This leader will oversee our strategic HR pillars—Performance Management, Talent Acquisition, Talent Management & Succession Planning, Associate Engagement & Recognition, Equity & Inclusion (EI), Associate Resource Groups (ARG) and HR Communications, —ensuring these programs are integrated, scalable, and aligned with our business strategy and associate experience goals. This role reports to the Chief People Officer and partners closely with business leaders, HR Business Partners, and the broader HR leadership team to translate strategy into scalable programs that enhance the associate experience and drive business outcomes.

What You’ll Do:

Enterprise Program Design & Execution

Lead the design, evolution, and execution of HR enterprise programs. Ensure these programs are integrated, measurable, and aligned to Diversified's strategic goals and culture. Maintain a consistent enterprise view, while building in flexibility to meet business-unit or regional needs.

Performance Management

Own and evolve the company’s performance management program, process, tools, and training. Ensure systems support goal setting, development planning, pay-for-performance linkages, and meaningful conversations. Collaborate with HRBPs and leaders to improve adoption and manager capability.

Talent Acquisition

Oversee the strategic direction of Talent Acquisition, ensuring effective recruitment processes, employment branding, and workforce planning. Partner with the business and HRBPs to proactively identify talent needs and build strong pipelines of qualified candidates. Collaborate with internal stakeholders to enhance the candidate’s experience and ensure alignment with organizational goals and associate experience expectations.

Talent Management & Succession Planning

Own and lead the enterprise talent review and succession planning process in partnership with HRBPs and senior leadership. Implement frameworks and tools (e.g., 9-box, talent scorecards) to ensure consistent talent assessment and identification of successors for key roles. Facilitate executive-level calibration discussions, guide development planning, and establish governance around talent pipeline visibility, readiness, and accountability.

Employee Engagement

Lead the end-to-end engagement survey strategy and action planning process. Provide enterprise-wide and function-specific insights to guide leadership action. Support leaders in building listening strategies and acting on associate feedback. Champion initiatives that enhance the associate experience, drive engagement, and foster a culture of belonging.

Equity & Inclusion (EI)

Drive a cohesive Equity & Inclusion (EI) strategy in partnership with business leaders and ARGs. EI is embedded in programs, policies, and leadership behaviors. Track and report on progress, share best practices, and enable local activation globally.

Associate Recognition

Lead efforts to enhance associate recognition across the enterprise by designing and scaling a consistent, global recognition program. Oversee the strategy and execution of the associate value rewards program.  Collaborate with HRBPs, regional leaders, and ARGs to ensure programs reflect local and cultural relevance. Partner with Finance to define and manage a recognition budget that aligns with strategic priorities and supports frequent, meaningful recognition experiences.

HR Communications

Lead HR communications to ensure consistent, clear, and effective messaging across the enterprise. Partner with internal communications and HR leadership to deliver campaigns that support key initiatives and change management. Support leaders and HRBPs in communicating with transparency and alignment.

Associate Resource Groups (ARGs)

Provide strategic oversight and partnership for ARGs, ensuring alignment with company values and EI objectives. Empower ARG leaders and members to contribute meaningfully to the associate experience, cultural awareness, and inclusion initiatives. Collaborate with internal stakeholders to amplify ARG impact across the business.

Collaboration & Influence

Partner with the VP, HRBPs and VP, HR Operations to ensure a seamless, integrated HR experience for leaders and associates. Build strong relationships with functional and regional leaders to drive adoption of enterprise programs.

HR Innovation & Continuous Improvement

Stay ahead of HR trends and innovations, leveraging external benchmarks and best practices. Use data and feedback to assess program effectiveness and identify opportunities for simplification, scalability, and impact.

Team Leadership

Lead a team of subject matter experts across performance, engagement, talent acquisition, talent management, EI, and HR communications. Provide coaching, development, and inspiration that elevates HR’s reputation and impact.

What You’ll Bring:

Education & Certifications:

• Bachelor’s degree in Human Resources, Organizational Development, Business, or a related field; Master’s preferred.

Required Skills/Qualifications:

• 10+ years of progressive HR leadership experience with a track record of owning and delivering enterprise programs.

• Deep expertise in the following areas: performance management, talent acquisition and talent review/management.

• Experience designing and deploying programs across a distributed and global workforce.

• Strong project and change management skills with a focus on execution and influence.

• Data-driven and outcomes-oriented with the ability to distill insights and measure impact.

• Proven leadership and people development skills with a collaborative, team-first mindset.

• Strong communication and facilitation skills with an ability to inspire and align stakeholders at all levels.