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Job Title:Director of Talent Organizational DevelopmentTell  Print
Industry:Industrial Conglomerate
Function:Talent Management / Organizational Development
Location:Virtual Role in a Major City
Position Type:Full Time

PERFORMANCE PROFILE:  Director of Talent and Organizational Development

*Virtual Role in a Major City Location for a Major Industrial Conglomerate*

The Director of Talent and Org Development performs both a high-level strategic role and a tactical implementation role. The incumbent is responsible to design and implement Corporate-wide talent management and organizational development policies and processes. The Director of Talent & Org Development serves as the Talent Officer for the Company and as the internal functional expert for the following:

Strategic Organization Development – with specific focus on career/succession planning processes as well as continuous organizational top-grading and vitality in the top 2 reporting levels to the CEO. Includes alignment of compensation/rewards to reinforce a pay-for- performance philosophy.

  • Talent Management – including internal promotions, external recruiting, talent development and deployment, assimilation/onboarding
  • Organization Reviews - including a CEO-level review and planning process to ensure organizational alignment to business goals/strategies, optimal organizational design, staffing and deployment of resources to meet needs, and appropriate dashboards and feedback systems to drive performance and continuous improvement.
  • Integration and Transformative Change Management – including pre/post acquisition assessment/integration and business transformation/change management methods and/or processes
  • Compensation benchmarking and management
  • Pay for performance – work in conjunction with the CEO and VP HR SPCS, actively manage the annual reward/recognition programs to ensure a pay-for performance alignment and differentiation based on performance and potential.
  • Executive search – working in partnership with the VP HR SPCS and CEOs of portfolio companies, manage/coordinate key hires as required (normally the top 2 reporting levels).




EDUCATION: An undergraduate degree in Human Resources, Organizational Psychology or related field is required; an advanced degree in Human Resources, Organizational Psychology or an MBA is a distinct advantage.




It will be an advantage for the successful candidate to possess a track record of human resources and/or cross-functional leadership success in the electrical products industry, industrial manufacturing, or diversified global industrials.

The ideal candidate is a proven and dynamic business leader with at least 10 years experience of applicable experience in the industry. He/she will have the professional experience and personal characteristics to establish credibility and competence that contribute to the sustained profitable management and growth of the company. Specific core competencies for the successful candidate include:

  • Driving Results – He/she must exhibit professional and managerial skills in a complex and dynamic organization along with the leadership traits and personal characteristics that are necessary for success in senior management. An ability to inspire trust and confidence in subordinates to achieve the highest standards of performance in a dynamic environment of business integration is required.
  • Thrives on Challenge – He/she must be willing to exert themselves over sustained periods of time to accomplish their professional and personal goals. He/she must also possess the personal ambition to play a major role in the growth and success of a dynamic company that has a strong heritage for high quality and responsive service to its clients.
  • Process Improvement: Strong and effective analytical skills focused on problem solving and process improvement. Innovative and creative thinking in developing organizational processes and procedures.
  • Ability to Travel and Teach – He/she must be able to travel to our clients for ~50% of their time. In addition, they must have the aptitude to teach our clients to follow best business practices and to be comfortable bringing questions forward before they become problems.

Ultimately, the successful candidate will be an experienced hands-on leader that likely grew her/his career primarily through assignments in Human Resources and (preferably) cross-functional assignments. She/he is a strong leader, and a skilled growth-oriented lead who knows how to influence senior executives and build capabilities across a diverse organization. The selected individual demonstrates upside growth potential to the senior-most HR leadership role over time.


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