443 Talent Management jobs in the United States

OpenGov is the leader in AI-enabled software for cities, counties, state agencies, and special districts. With a mission to power more effective and accountable government, OpenGov serves 2,000 communities across the United States. OpenGov is built exclusively for the unique asset management, permitting and licensing, procurement and contract management, tax and revenue, budgeting and planning, and financial management needs of the public sector. The OpenGov platform empowers organizations to operate more efficiently, adapt to change, and strengthen public trust.

Learn more or request a demo at opengov.com

The Director of Talent Management will drive OpenGov’s company-wide talent strategy, aligning employee engagement, performance, development, and succession planning to organizational goals. As a senior member of the Employee Enablement & Strategy team, this person will own programs that power a culture of high performance, inclusion, recognition, and growth.

This role will collaborate cross-functionally with HR, Enablement, and executive leadership to ensure that every stage of the employee lifecycle is connected, measurable, and built to scale. The ideal candidate blends deep subject matter expertise in talent management with modern approaches to employee experience design, behavioral change, and people analytics.

• Design and lead company-wide performance management programs, including goal setting, feedback, and review processes

• Drive succession planning and talent reviews to ensure pipeline visibility and leadership readiness

• Develop and refine competency frameworks that support employee growth and promotion in partnership with Enablement.

• Lead employee engagement strategy, including survey execution, insights analysis, and action planning

• Build inclusive recognition and culture activation programs that reinforce OpenGov’s values

• Collaborate with enablement and HR to align onboarding, development, and recognition programs across the employee lifecycle

• Guide the design and execution of employee learning and development programs including functional training and career pathing initiatives

• Partner with department leaders and Enablement to develop skills-based learning tracks and role-specific development journeys

• Collaborate with enablement and HR for trainings on annual comp reviews, goal setting, performance review cycles, etc…

• Integrate learning management systems (LMS) and digital tools to enhance access to self-directed and cohort-based learning experiences

• Create dashboards and reporting to measure program adoption, effectiveness, and business impact throughout the employee lifecycle

• Partner with HRBPs and business leaders to align talent initiatives with organizational goals

• Facilitate quarterly business reviews and communicate talent strategy progress to executive stakeholders

• 10+ years of experience in talent management, organizational development, or HR strategy

• Demonstrated success in building global performance and engagement programs

• Experience leading in high-growth, fast-paced SaaS environments

• Analytical mindset with fluency in talent analytics and metrics

• Skilled in change management, stakeholder communication, and behavior change

• Bachelor’s degree required; Master’s in Organizational Development, Business Administration, or related field preferred

$210k - $230k

On target ranges above include base plus a portion of variable compensation that is earned based on company and individual performance.

The final compensation will be determined by a number of factors such as qualifications, expertise, and the candidate’s geographical location.

A Mission That Matters.

At OpenGov, public service is personal. We are passionate about our mission to power more effective and accountable government. Government that operates efficiently, adapts to change, and strengthens public trust. Some people say this is boring. We think it’s the core of our democracy.

Opportunity to Innovate

The next great wave of innovation is unfolding with AI, and it will impact everything—from the way we work to the way governments interact with their residents. Join a trusted team with the passion, technology, and expertise to drive innovation and bring AI to local government. We’ve touched 2,000 communities so far, and we’re just getting started.

A Team of Passionate, Driven People

This isn’t your typical 9-to-5 job; we operate in a fast-paced, results-driven environment where impact matters more than simply clocking in and out. Our global team of 800+ employees is united in our commitment to challenge the status quo. OpenGov is headquartered in San Francisco and has offices in Atlanta, Boston, Buenos Aires, Chicago, Dubuque, Plano, and Pune.

A Place to Make Your Mark

We pride ourselves on our performance-based culture, where every employee is encouraged to jump in head-first and take action to help us improve. If you have a great idea, we want to hear it. Excellent performance is recognized and rewarded, and we love to promote from within.

Benefits That Work for You

Enjoy an award-winning workplace with the benefits to match, including:

• Comprehensive healthcare options for individuals and families.

• Flexible vacation policy and paid company holidays

• 401(k) with company match (USA only)

• Paid parental leave, wellness stipends, and HSA contributions

• Professional development and growth opportunities

• A collaborative office environment with weekly catered lunches

At Gilead, we’re creating a healthier world for all people. For more than 35 years, we’ve tackled diseases such as HIV, viral hepatitis, COVID-19 and cancer – working relentlessly to develop therapies that help improve lives and to ensure access to these therapies across the globe. We continue to fight against the world’s biggest health challenges, and our mission requires collaboration, determination and a relentless drive to make a difference.

Every member of Gilead’s team plays a critical role in the discovery and development of life-changing scientific innovations. Our employees are our greatest asset as we work to achieve our bold ambitions, and we’re looking for the next wave of passionate and ambitious people ready to make a direct impact.

We believe every employee deserves a great leader. People Leaders are the cornerstone to the employee experience at Gilead and Kite. As a people leader now or in the future, you are the key driver in evolving our culture and creating an environment where every employee feels included, developed and empowered to fulfil their aspirations. Join Gilead and help create possible, together.
Job Description

Gilead's mission is to discover, develop, and deliver therapies that will improve the lives of patients with life-threatening illnesses

worldwide.

Director, Talent Management

About the role:

The Director, Talent Management will lead in developing tools and approaches to support our Talent Management strategy, specifically related to identification and assessment of both talent and the role and/ or capability needs for the future.

This role will work with the Talent, Development and Inclusion team, HR Business partners, People partners, HR Shared Services, and business leaders to develop innovative approaches, as well as clear discipline and practices to support talent development. The Director, Talent Management will partner in defining what we mean by talent and the role of talent in an AI-enabled workforce, inclusive ways to identify talent and targeted approaches to develop talent, depending on the segment. The role will also partner to ensure we are aligning Talent to Value and diagnosing key talent requirements across the business to inform development focus and opportunities.

This role reports to the Global Head of Talent and Growth and is based in Foster City, California.

Responsibilities:

• Leads the team responsible for end-to-end yearly talent cycle with a focus on building a system and processes that enable high-performance, learning, growth, and engaged employees.
• Ensures the continuous improvement and innovation of talent systems, programs, and processes incorporating stakeholder feedback.
• Leads in the design, execution, and monitoring of the identification, assessment, and development approaches and solutions to improve the depth and capabilities of Gilead’s global talent.
• Manages the talent review, succession planning, and performance process from start-of-year goal setting to end-of-year conversations including the analysis of results and data. Monitors the subsequent assessment and development activities that support the organization in developing an adequate pool of talent.
• Ensures approach to strengthens management’s ability to identify and assess talent and support development planning.
• Diagnoses critical needs across talent segments and develops innovative approaches to support accelerated development.
• Partners with HR Business Partners, and People Partners to embed Talent to Value practices and ensure oversight of Value Creating roles. Supports in identifying critical challenges to support and enable success in the role.
• Works across the Talent, Development and Inclusion COE to ensure talent identification, assessment and development practices are integrated and supported.
• Monitors the development of key talent and coordinates with HR Business Partners and People partners to have development plans in place and achieved while ensuring readiness for next likely assignment.
• Takes a key role in the coaching and development planning for key leadership talent.
• Partners with Talent Acquisition to ensure proactive planning and prioritization for pipelining where key gaps are identified in succession planning and/ or where key roles require.
• Continually monitors bench strength and ensures plans are in place to address gaps.

Expertise:

• 12+ years with BS/BA; 10+ Years with MS/MA or MBA
• Progressive experience in talent management and/or human capital experience people / leadership development (in either an HR internal role or HR consulting role working directly in Human Capital or Leadership/ talent management consulting)
• Experience advising and guiding leaders and managers in talent and leadership practices in a global environment.
• Expertise in designing, integrating, and operationalizing talent management/development across a global organization.

Leadership Capabilities:

• Demonstrated ability to build relationships and influence across a matrixed, global organization, responding quickly to change and adapting/operating in ambiguous environment.
• Ability to leverage data and insights to diagnose, define focus and align opportunities.
• Takes a proactive, long-term perspective in design and developing approaches to deliver outcomes for the business.
• Seeks diverse perspectives, experiences and insight; creates an environment of trust and openness.
• Has a customer focused approach and embeds into mindset, practice and methodology.
• Excellent oral and written communication skills; able to simplify and integrate complex concepts and ideas.
• Demonstrates development focus by seeking feedback and acting on it and providing feedback to others.

People Leader Accountabilities:

•Create Inclusion - knowing the business value of diverse teams, modeling inclusion, and embedding the value of diversity in the

way they manage their teams.

•Develop Talent - understand the skills, experience, aspirations and potential of their employees and coach them on current

performance and future potential. They ensure employees are receiving the feedback and insight needed to grow, develop and

realize their purpose.

•Empower Teams - connect the team to the organization by aligning goals, purpose, and organizational objectives, and holding

them to account. They provide the support needed to remove barriers and connect their team to the broader ecosystem.

As an equal opportunity employer, Gilead Sciences Inc. is committed to a diverse workforce. In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact for assistance. For more information about equal employment opportunity protections, please view the EEO is the Law poster.

Job Description

At Gilead, we’re creating a healthier world for all people. For more than 35 years, we’ve tackled diseases such as HIV, viral hepatitis, COVID-19 and cancer – working relentlessly to develop therapies that help improve lives and to ensure access to these therapies across the globe. We continue to fight against the world’s biggest health challenges, and our mission requires collaboration, determination and a relentless drive to make a difference.

Every member of Gilead’s team plays a critical role in the discovery and development of life-changing scientific innovations. Our employees are our greatest asset as we work to achieve our bold ambitions, and we’re looking for the next wave of passionate and ambitious people ready to make a direct impact.

We believe every employee deserves a great leader. People Leaders are the cornerstone to the employee experience at Gilead and Kite. As a people leader now or in the future, you are the key driver in evolving our culture and creating an environment where every employee feels included, developed and empowered to fulfil their aspirations. Join Gilead and help create possible, together.
Job Description

Gilead's mission is to discover, develop, and deliver therapies that will improve the lives of patients with life-threatening illnesses

worldwide.

Director, Talent Management

About the role:

The Director, Talent Management will lead in developing tools and approaches to support our Talent Management strategy, specifically related to identification and assessment of both talent and the role and/ or capability needs for the future.

This role will work with the Talent, Development and Inclusion team, HR Business partners, People partners, HR Shared Services, and business leaders to develop innovative approaches, as well as clear discipline and practices to support talent development. The Director, Talent Management will partner in defining what we mean by talent and the role of talent in an AI-enabled workforce, inclusive ways to identify talent and targeted approaches to develop talent, depending on the segment. The role will also partner to ensure we are aligning Talent to Value and diagnosing key talent requirements across the business to inform development focus and opportunities.

This role reports to the Global Head of Talent and Growth and is based in Foster City, California.

Responsibilities:

• Leads the team responsible for end-to-end yearly talent cycle with a focus on building a system and processes that enable high-performance, learning, growth, and engaged employees.
• Ensures the continuous improvement and innovation of talent systems, programs, and processes incorporating stakeholder feedback.
• Leads in the design, execution, and monitoring of the identification, assessment, and development approaches and solutions to improve the depth and capabilities of Gilead’s global talent.
• Manages the talent review, succession planning, and performance process from start-of-year goal setting to end-of-year conversations including the analysis of results and data. Monitors the subsequent assessment and development activities that support the organization in developing an adequate pool of talent.
• Ensures approach to strengthens management’s ability to identify and assess talent and support development planning.
• Diagnoses critical needs across talent segments and develops innovative approaches to support accelerated development.
• Partners with HR Business Partners, and People Partners to embed Talent to Value practices and ensure oversight of Value Creating roles. Supports in identifying critical challenges to support and enable success in the role.
• Works across the Talent, Development and Inclusion COE to ensure talent identification, assessment and development practices are integrated and supported.
• Monitors the development of key talent and coordinates with HR Business Partners and People partners to have development plans in place and achieved while ensuring readiness for next likely assignment.
• Takes a key role in the coaching and development planning for key leadership talent.
• Partners with Talent Acquisition to ensure proactive planning and prioritization for pipelining where key gaps are identified in succession planning and/ or where key roles require.
• Continually monitors bench strength and ensures plans are in place to address gaps.

Expertise:

• 12+ years with BS/BA; 10+ Years with MS/MA or MBA
• Progressive experience in talent management and/or human capital experience people / leadership development (in either an HR internal role or HR consulting role working directly in Human Capital or Leadership/ talent management consulting)
• Experience advising and guiding leaders and managers in talent and leadership practices in a global environment.
• Expertise in designing, integrating, and operationalizing talent management/development across a global organization.

Leadership Capabilities:

• Demonstrated ability to build relationships and influence across a matrixed, global organization, responding quickly to change and adapting/operating in ambiguous environment.
• Ability to leverage data and insights to diagnose, define focus and align opportunities.
• Takes a proactive, long-term perspective in design and developing approaches to deliver outcomes for the business.
• Seeks diverse perspectives, experiences and insight; creates an environment of trust and openness.
• Has a customer focused approach and embeds into mindset, practice and methodology.
• Excellent oral and written communication skills; able to simplify and integrate complex concepts and ideas.
• Demonstrates development focus by seeking feedback and acting on it and providing feedback to others.

People Leader Accountabilities:

•Create Inclusion - knowing the business value of diverse teams, modeling inclusion, and embedding the value of diversity in the

way they manage their teams.

•Develop Talent - understand the skills, experience, aspirations and potential of their employees and coach them on current

performance and future potential. They ensure employees are receiving the feedback and insight needed to grow, develop and

realize their purpose.

•Empower Teams - connect the team to the organization by aligning goals, purpose, and organizational objectives, and holding

them to account. They provide the support needed to remove barriers and connect their team to the broader ecosystem.

As an equal opportunity employer, Gilead Sciences Inc. is committed to a diverse workforce. In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact for assistance. For more information about equal employment opportunity protections, please view the EEO is the Law poster.

We are an equal opportunity employer. Apply online today at

For additional benefits information, visit:

* Eligible employees may participate in benefit plans, subject to the terms and conditions of the applicable plans.

Gilead Sciences Inc. is committed to providing equal employment opportunities to all employees and applicants for employment, and is dedicated to fostering an inclusive work environment comprised of diverse perspectives, backgrounds, and experiences. Employment decisions regarding recruitment and selection will be made without discrimination based on race, color, religion, national origin, sex , age, sexual orientation, physical or mental disability, genetic information or characteristic, gender identity and expression, veteran status, or other non-job related characteristics or other prohibited grounds specified in applicable federal, state and local laws. In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact for assistance.

For more information about equal employment opportunity protections, please view the 'Know Your Rights' poster.

NOTICE: EMPLOYEE POLYGRAPH PROTECTION ACT
YOUR RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT

PAY TRANSPARENCY NONDISCRIMINATION PROVISION

Our environment respects individual differences and recognizes each employee as an integral member of our company. Our workforce reflects these values and celebrates the individuals who make up our growing team.

Gilead provides a work environment free of harassment and prohibited conduct. We promote and support individual differences and diversity of thoughts and opinion.

Please apply via the Internal Career Opportunities portal in Workday.

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Job Requisition ID R0045925

Full Time/Part Time Full-Time

Job Level Director

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The AVP, Talent Management strategically leads the talent management teams including Talent Acquisition, Leadership Development, Talent & Organizational Development and Learning. The AVP, Talent Management will create and cultivate a talent management strategy that includes performance management, competency-based manager training and development, change management, leadership development, learning, talent acquisition and on-boarding as well as organizational design.

This leader must possess a high capacity to understand business strategies and align resources successfully to support stakeholders across the organization. This position must partner with all stakeholders and be able to influence and gain the respect and trust of executive peers and officers. Success in this position relies on having a high capacity to build effective teams, drive change and foster the organization's culture attributes. The role combines HR proficiency and business acumen to appropriately evaluate and resolve complex talent issues within a fast paced and ever-changing environment.

• Conceptualizes and builds comprehensive frameworks to develop talent. Leads strategically through data analysis and planning; translates business strategy and business needs into a workforce plan that includes learning and development goals, programs, and solutions.
• Creates, plans and directs staffing, sourcing and retention strategies and works to position the organization as an employer of choice.
• Creates and implements initiatives focused on enhanced success of change efforts in a dynamic organization.
• Partners with stakeholders to complete and maintain effective talent reviews, succession planning, and development action planning for business continuity.
• Supports and leads talent calibrations and talent management initiatives across the organization.
• Produces meaningful metrics and talent dashboard to assess and align strategies to business needs and outcomes.
• Participates in Human Resources budget-planning and manages vendor expenses.
• Facilitates organization design and role definition sessions to align the structure to drive organization performance.
• Provides consulting support, expertise, and assistance to internal business leaders and HR partners in the areas of performance management, performance solutions, talent development, leadership development and related HR best practices to help managers improve their group's performance.
• Elevates level of executive presence and influencing skills to collaborate with executives in a coaching capacity and to engage in development/delivery of development programs and culture needs.
• Demonstrates project management and organizational skills to drive completion of projects with complex organizational relationships, varying degrees of resources and tight timeframes.
• Partners with the Senior Leadership Team and Chief People Officer on the continual refinement and strategy around culture and employee engagement.
• Critical partner in organizational design efforts of the organization to ensure the workforce structure supports the operating model and subsequent workforce changes are managed with respect and aligned with our values.

Education:

• Bachelor's degree or equivalent experience.

Experience:

• 8 years or more comprehensive experience in progressive Human Resources' roles.
• 5 years supervising and developing HR staff talent.
• Experience in learning and development program design and leadership, executive assessment, coaching and development, performance management and general talent development.
• Demonstrated experience in culture initiatives that have demonstrated true business impact.

Job Related Knowledge, Skills and Abilities (Competencies):

• Organizational skills/project management experience to drive the training design and production development process.
• Strong ability in Microsoft Office applications.
• General knowledge of learning technologies, including applicant tracking systems, use of an LMS, eLearning, etc.
• Experience in both private and public sectors is highly desired, as well as experience or knowledge in the healthcare industry.
• Prior experience working cross-functionally and/or in matrix roles while undergoing significant organizational change.
• Leadership experience leading and building teams of professionals to execute strategic initiatives.
• Use of project management techniques and tools, as well as develop executive summary business cases.
• Required behavioral attributes include organizational agility; adaptability; strategic planning; C-suite navigation skills; innovation and entrepreneurial thinking; change agent; diversity champion.
• Ability to communicate through verbal and written means with individuals, small groups and in front of large audiences at all levels of the organization, strong presentation, and group facilitation skills.
• Ability to ask appropriate questions and probe for understanding and work collaboratively to achieve desired results.
• Multi-tasking ability to manage several deliverables across more than one client group consecutively.
• Must be able to perform the essential functions of the position with or without accommodation.

Registrations, Certifications and/or Licenses:

• Certification: Senior-level SPHR (HRCI) or SCP (SHRM) certification is highly desired, as well as other qualified human resources' certifications (e.g., CEBS, CCP, ISSA, etc.).

Education:

• MBA or Masters in OD, I/O, HR preferred.

Work is performed in an office environment.

Oregon Health & Science University values a diverse and culturally competent workforce. We are proud of our commitment to being an equal opportunity, affirmative action organization that does not discriminate against applicants on the basis of any protected class status, including disability status and protected veteran status. Individuals with diverse backgrounds and those who promote diversity and a culture of inclusion are encouraged to apply. To request reasonable accommodation contact the Affirmative Action and Equal Opportunity Department at or

At Gilead, we’re creating a healthier world for all people. For more than 35 years, we’ve tackled diseases such as HIV, viral hepatitis, COVID-19 and cancer – working relentlessly to develop therapies that help improve lives and to ensure access to these therapies across the globe. We continue to fight against the world’s biggest health challenges, and our mission requires collaboration, determination and a relentless drive to make a difference.

Every member of Gilead’s team plays a critical role in the discovery and development of life-changing scientific innovations. Our employees are our greatest asset as we work to achieve our bold ambitions, and we’re looking for the next wave of passionate and ambitious people ready to make a direct impact.

We believe every employee deserves a great leader. People Leaders are the cornerstone to the employee experience at Gilead and Kite. As a people leader now or in the future, you are the key driver in evolving our culture and creating an environment where every employee feels included, developed and empowered to fulfil their aspirations. Join Gilead and help create possible, together.

Job Description

Gilead's mission is to discover, develop, and deliver therapies that will improve the lives of patients with life-threatening illnesses

worldwide.

Director, Talent Management

About the role:

The Director, Talent Management will lead in developing tools and approaches to support our Talent Management strategy, specifically related to identification and assessment of both talent and the role and/ or capability needs for the future.

This role will work with the Talent, Development and Inclusion team, HR Business partners, People partners, HR Shared Services, and business leaders to develop innovative approaches, as well as clear discipline and practices to support talent development. The Director, Talent Management will partner in defining what we mean by talent and the role of talent in an AI-enabled workforce, inclusive ways to identify talent and targeted approaches to develop talent, depending on the segment. The role will also partner to ensure we are aligning Talent to Value and diagnosing key talent requirements across the business to inform development focus and opportunities.

This role reports to the Global Head of Talent and Growth and is based in Foster City, California.

Responsibilities:

• Leads the team responsible for end-to-end yearly talent cycle with a focus on building a system and processes that enable high-performance, learning, growth, and engaged employees.
• Ensures the continuous improvement and innovation of talent systems, programs, and processes incorporating stakeholder feedback.
• Leads in the design, execution, and monitoring of the identification, assessment, and development approaches and solutions to improve the depth and capabilities of Gilead’s global talent.
• Manages the talent review, succession planning, and performance process from start-of-year goal setting to end-of-year conversations including the analysis of results and data. Monitors the subsequent assessment and development activities that support the organization in developing an adequate pool of talent.
• Ensures approach to strengthens management’s ability to identify and assess talent and support development planning.
• Diagnoses critical needs across talent segments and develops innovative approaches to support accelerated development.
• Partners with HR Business Partners, and People Partners to embed Talent to Value practices and ensure oversight of Value Creating roles. Supports in identifying critical challenges to support and enable success in the role.
• Works across the Talent, Development and Inclusion COE to ensure talent identification, assessment and development practices are integrated and supported.
• Monitors the development of key talent and coordinates with HR Business Partners and People partners to have development plans in place and achieved while ensuring readiness for next likely assignment.
• Takes a key role in the coaching and development planning for key leadership talent.
• Partners with Talent Acquisition to ensure proactive planning and prioritization for pipelining where key gaps are identified in succession planning and/ or where key roles require.
• Continually monitors bench strength and ensures plans are in place to address gaps.

Expertise:

• 12+ years with BS/BA; 10+ Years with MS/MA or MBA
• Progressive experience in talent management and/or human capital experience people / leadership development (in either an HR internal role or HR consulting role working directly in Human Capital or Leadership/ talent management consulting)
• Experience advising and guiding leaders and managers in talent and leadership practices in a global environment.
• Expertise in designing, integrating, and operationalizing talent management/development across a global organization.

Leadership Capabilities:

• Demonstrated ability to build relationships and influence across a matrixed, global organization, responding quickly to change and adapting/operating in ambiguous environment.
• Ability to leverage data and insights to diagnose, define focus and align opportunities.
• Takes a proactive, long-term perspective in design and developing approaches to deliver outcomes for the business.
• Seeks diverse perspectives, experiences and insight; creates an environment of trust and openness.
• Has a customer focused approach and embeds into mindset, practice and methodology.
• Excellent oral and written communication skills; able to simplify and integrate complex concepts and ideas.
• Demonstrates development focus by seeking feedback and acting on it and providing feedback to others.

People Leader Accountabilities:

•Create Inclusion - knowing the business value of diverse teams, modeling inclusion, and embedding the value of diversity in the

way they manage their teams.

•Develop Talent - understand the skills, experience, aspirations and potential of their employees and coach them on current

performance and future potential. They ensure employees are receiving the feedback and insight needed to grow, develop and

realize their purpose.

•Empower Teams - connect the team to the organization by aligning goals, purpose, and organizational objectives, and holding

them to account. They provide the support needed to remove barriers and connect their team to the broader ecosystem.

As an equal opportunity employer, Gilead Sciences Inc. is committed to a diverse workforce. In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact for assistance. For more information about equal employment opportunity protections, please view the EEO is the Law poster.

Job Description

At Gilead, we’re creating a healthier world for all people. For more than 35 years, we’ve tackled diseases such as HIV, viral hepatitis, COVID-19 and cancer – working relentlessly to develop therapies that help improve lives and to ensure access to these therapies across the globe. We continue to fight against the world’s biggest health challenges, and our mission requires collaboration, determination and a relentless drive to make a difference.

Every member of Gilead’s team plays a critical role in the discovery and development of life-changing scientific innovations. Our employees are our greatest asset as we work to achieve our bold ambitions, and we’re looking for the next wave of passionate and ambitious people ready to make a direct impact.

We believe every employee deserves a great leader. People Leaders are the cornerstone to the employee experience at Gilead and Kite. As a people leader now or in the future, you are the key driver in evolving our culture and creating an environment where every employee feels included, developed and empowered to fulfil their aspirations. Join Gilead and help create possible, together.

Job Description

Gilead's mission is to discover, develop, and deliver therapies that will improve the lives of patients with life-threatening illnesses

worldwide.

Director, Talent Management

About the role:

The Director, Talent Management will lead in developing tools and approaches to support our Talent Management strategy, specifically related to identification and assessment of both talent and the role and/ or capability needs for the future.

This role will work with the Talent, Development and Inclusion team, HR Business partners, People partners, HR Shared Services, and business leaders to develop innovative approaches, as well as clear discipline and practices to support talent development. The Director, Talent Management will partner in defining what we mean by talent and the role of talent in an AI-enabled workforce, inclusive ways to identify talent and targeted approaches to develop talent, depending on the segment. The role will also partner to ensure we are aligning Talent to Value and diagnosing key talent requirements across the business to inform development focus and opportunities.

This role reports to the Global Head of Talent and Growth and is based in Foster City, California.

Responsibilities:

• Leads the team responsible for end-to-end yearly talent cycle with a focus on building a system and processes that enable high-performance, learning, growth, and engaged employees.
• Ensures the continuous improvement and innovation of talent systems, programs, and processes incorporating stakeholder feedback.
• Leads in the design, execution, and monitoring of the identification, assessment, and development approaches and solutions to improve the depth and capabilities of Gilead’s global talent.
• Manages the talent review, succession planning, and performance process from start-of-year goal setting to end-of-year conversations including the analysis of results and data. Monitors the subsequent assessment and development activities that support the organization in developing an adequate pool of talent.
• Ensures approach to strengthens management’s ability to identify and assess talent and support development planning.
• Diagnoses critical needs across talent segments and develops innovative approaches to support accelerated development.
• Partners with HR Business Partners, and People Partners to embed Talent to Value practices and ensure oversight of Value Creating roles. Supports in identifying critical challenges to support and enable success in the role.
• Works across the Talent, Development and Inclusion COE to ensure talent identification, assessment and development practices are integrated and supported.
• Monitors the development of key talent and coordinates with HR Business Partners and People partners to have development plans in place and achieved while ensuring readiness for next likely assignment.
• Takes a key role in the coaching and development planning for key leadership talent.
• Partners with Talent Acquisition to ensure proactive planning and prioritization for pipelining where key gaps are identified in succession planning and/ or where key roles require.
• Continually monitors bench strength and ensures plans are in place to address gaps.

Expertise:

• 12+ years with BS/BA; 10+ Years with MS/MA or MBA
• Progressive experience in talent management and/or human capital experience people / leadership development (in either an HR internal role or HR consulting role working directly in Human Capital or Leadership/ talent management consulting)
• Experience advising and guiding leaders and managers in talent and leadership practices in a global environment.
• Expertise in designing, integrating, and operationalizing talent management/development across a global organization.

Leadership Capabilities:

• Demonstrated ability to build relationships and influence across a matrixed, global organization, responding quickly to change and adapting/operating in ambiguous environment.
• Ability to leverage data and insights to diagnose, define focus and align opportunities.
• Takes a proactive, long-term perspective in design and developing approaches to deliver outcomes for the business.
• Seeks diverse perspectives, experiences and insight; creates an environment of trust and openness.
• Has a customer focused approach and embeds into mindset, practice and methodology.
• Excellent oral and written communication skills; able to simplify and integrate complex concepts and ideas.
• Demonstrates development focus by seeking feedback and acting on it and providing feedback to others.

People Leader Accountabilities:

•Create Inclusion - knowing the business value of diverse teams, modeling inclusion, and embedding the value of diversity in the

way they manage their teams.

•Develop Talent - understand the skills, experience, aspirations and potential of their employees and coach them on current

performance and future potential. They ensure employees are receiving the feedback and insight needed to grow, develop and

realize their purpose.

•Empower Teams - connect the team to the organization by aligning goals, purpose, and organizational objectives, and holding

them to account. They provide the support needed to remove barriers and connect their team to the broader ecosystem.

As an equal opportunity employer, Gilead Sciences Inc. is committed to a diverse workforce. In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact for assistance. For more information about equal employment opportunity protections, please view the EEO is the Law poster.

We are an equal opportunity employer. Apply online today at

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* Eligible employees may participate in benefit plans, subject to the terms and conditions of the applicable plans.

Gilead Sciences Inc. is committed to providing equal employment opportunities to all employees and applicants for employment, and is dedicated to fostering an inclusive work environment comprised of diverse perspectives, backgrounds, and experiences. Employment decisions regarding recruitment and selection will be made without discrimination based on race, color, religion, national origin, sex , age, sexual orientation, physical or mental disability, genetic information or characteristic, gender identity and expression, veteran status, or other non-job related characteristics or other prohibited grounds specified in applicable federal, state and local laws. In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact for assistance.

For more information about equal employment opportunity protections, please view the 'Know Your Rights' poster.

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Our environment respects individual differences and recognizes each employee as an integral member of our company. Our workforce reflects these values and celebrates the individuals who make up our growing team.

Gilead provides a work environment free of harassment and prohibited conduct. We promote and support individual differences and diversity of thoughts and opinion.

Please apply via the Internal Career Opportunities portal in Workday.

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Job Requisition ID R0045925

Full Time/Part Time Full-Time

Job Level Director

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OpenGov is the leader in AI-enabled software for cities, counties, state agencies, and special districts. With a mission to power more effective and accountable government, OpenGov serves 2,000 communities across the United States. OpenGov is built exclusively for the unique asset management, permitting and licensing, procurement and contract management, tax and revenue, budgeting and planning, and financial management needs of the public sector. The OpenGov platform empowers organizations to operate more efficiently, adapt to change, and strengthen public trust.

Learn more or request a demo at opengov.com

The Director of Talent Management will drive OpenGov’s company-wide talent strategy, aligning employee engagement, performance, development, and succession planning to organizational goals. As a senior member of the Employee Enablement & Strategy team, this person will own programs that power a culture of high performance, inclusion, recognition, and growth.

This role will collaborate cross-functionally with HR, Enablement, and executive leadership to ensure that every stage of the employee lifecycle is connected, measurable, and built to scale. The ideal candidate blends deep subject matter expertise in talent management with modern approaches to employee experience design, behavioral change, and people analytics.

• Design and lead company-wide performance management programs, including goal setting, feedback, and review processes

• Drive succession planning and talent reviews to ensure pipeline visibility and leadership readiness

• Develop and refine competency frameworks that support employee growth and promotion in partnership with Enablement.

• Lead employee engagement strategy, including survey execution, insights analysis, and action planning

• Build inclusive recognition and culture activation programs that reinforce OpenGov’s values

• Collaborate with enablement and HR to align onboarding, development, and recognition programs across the employee lifecycle

• Guide the design and execution of employee learning and development programs including functional training and career pathing initiatives

• Partner with department leaders and Enablement to develop skills-based learning tracks and role-specific development journeys

• Collaborate with enablement and HR for trainings on annual comp reviews, goal setting, performance review cycles, etc…

• Integrate learning management systems (LMS) and digital tools to enhance access to self-directed and cohort-based learning experiences

• Create dashboards and reporting to measure program adoption, effectiveness, and business impact throughout the employee lifecycle

• Partner with HRBPs and business leaders to align talent initiatives with organizational goals

• Facilitate quarterly business reviews and communicate talent strategy progress to executive stakeholders

• 10+ years of experience in talent management, organizational development, or HR strategy

• Demonstrated success in building global performance and engagement programs

• Experience leading in high-growth, fast-paced SaaS environments

• Analytical mindset with fluency in talent analytics and metrics

• Skilled in change management, stakeholder communication, and behavior change

• Bachelor’s degree required; Master’s in Organizational Development, Business Administration, or related field preferred

$210k - $230k

On target ranges above include base plus a portion of variable compensation that is earned based on company and individual performance.

The final compensation will be determined by a number of factors such as qualifications, expertise, and the candidate’s geographical location.

A Mission That Matters.

At OpenGov, public service is personal. We are passionate about our mission to power more effective and accountable government. Government that operates efficiently, adapts to change, and strengthens public trust. Some people say this is boring. We think it’s the core of our democracy.

Opportunity to Innovate

The next great wave of innovation is unfolding with AI, and it will impact everything—from the way we work to the way governments interact with their residents. Join a trusted team with the passion, technology, and expertise to drive innovation and bring AI to local government. We’ve touched 2,000 communities so far, and we’re just getting started.

A Team of Passionate, Driven People

This isn’t your typical 9-to-5 job; we operate in a fast-paced, results-driven environment where impact matters more than simply clocking in and out. Our global team of 800+ employees is united in our commitment to challenge the status quo. OpenGov is headquartered in San Francisco and has offices in Atlanta, Boston, Buenos Aires, Chicago, Dubuque, Plano, and Pune.

A Place to Make Your Mark

We pride ourselves on our performance-based culture, where every employee is encouraged to jump in head-first and take action to help us improve. If you have a great idea, we want to hear it. Excellent performance is recognized and rewarded, and we love to promote from within.

Benefits That Work for You

Enjoy an award-winning workplace with the benefits to match, including:

• Comprehensive healthcare options for individuals and families.

• Flexible vacation policy and paid company holidays

• 401(k) with company match (USA only)

• Paid parental leave, wellness stipends, and HSA contributions

• Professional development and growth opportunities

• A collaborative office environment with weekly catered lunches

2000 16th Street,Denver,Colorado,80202,United States of America

As the Director, Talent Management on the People Services Talent Team , you will build the Talent that gives life.

The Talent Team strive s for all teammates to have fulfilling careers at the Village and make DaVita their Employer of Choice. W e achieve that by bringing to life what our teammates do, how they do it, and where it takes them.

This Director of Talent will focus on building a Talent Management System that elevates our frontline talent. This includes (but is not limited to) designing , launching, and driving a collection of tools, process es , infrastructure , and even mindsets that drive engagement across the teammate lifecycle . When we are successful , our frontline leaders will consistently drive role clarity, performance , and career growth for our frontline teammates .

This role requires a leader with a proven track record in bringing strategic work to life across large teammate populations . You will report to the Sr. Director of Talent Management and work closely with leaders across multiple lanes. Over time, you may work on Talent projects for other populations.

Key Responsibilities:

• Strateg y development that translates internal and external trends into Talent’s approach to driving frontline leader effectiveness, and frontline teammate retention and engagement.

• Cross-Functional Leadership to translate strategy into broad action, including partnerships with Talent Acquisition, Communications, Learning & Development, People Services Operations, People Insights & Analytics, Legal and more.

• Design and build tools, process es , and in f rastructure that drive role clarity, performance, and growth – especially for frontline teammates.

• Scaled deployment of these tools, processes, and infrastructure so they “stick” across multiple stakeholders ( e.g. frontline teammates, field leaders, and HR business partners).

• Measure and monitor success , from designing systems to capture data to analyzing insights for continuous improvement .

Qualifications:

• Experience: 7 + years of experience in strategy development , managing a diverse portfolio of strategic projects , scaled deployments , change management, and cross-functional leadership .

• Strateg ic thinking : Track record of creating strategies and creating alignment with key stakeholders, including executives.

• Stakeholder e ngagement that foster s strong relationships, from senior executives to front-line teammates, to inform, enhance, and drive alignment around projects.

• Analytical and problem-solving skills , with the ability to navigate large data sets and develop complex analyses to derive meaningful insights .

• Project Management: Exceptional project management skills, with experience leading cross-functional initiatives that drive organizational change.

• Communication: Strong written and oral communication skills, with the ability to influence a range of stakeholders, including senior audiences.

• Change management : Proven ability to inspire and influence different teams without direct authority, building strong partnerships and driving results in a dynamic, fast-paced environment.

Here is what you can expect when you join our Village:

• A "community first, company second" culture based on Core Values that really matter.

• Clinical outcomes consistently ranked above the national average.

• Award-winning education and training across multiple career paths to help you reach your potential.

• Performance-based rewards based on stellar individual and team contributions.

• A comprehensive benefits package designed to enhance your health, your financial well-being and your future.

• Dedication, above all, to caring for patients suffering from chronic kidney failure across the nation.

Join us as we pursue our vision "To Build the Greatest Healthcare Community the World has Ever Seen."

Why wait? Explore a career with DaVita today.

Go to to learn more or apply.

What We’ll Provide:

More than just pay, our DaVita Rewards package connects teammates to what matters most. Teammates are eligible to begin receiving benefits on the first day of the month following or coinciding with one month of continuous employment. Below are some of our benefit offerings.

• Comprehensive benefits: Medical, dental, vision, 401(k) match, paid time off, PTO cash out.

• Support for you and your family: Family resources, EAP counseling sessions, access Headspace , backup child and elder care, maternity/paternity leave and more.

• Professional development programs: DaVita offers a variety of programs to help strong performers grow within their career and also offers on-demand virtual leadership and development courses through DaVita’s online training platform StarLearning.

#LI-NH1

At DaVita, we strive to be a community first and a company second. We want all teammates to experience DaVita as "a place where I belong." Our goal is to embed belonging into everything we do in our Village, so that it becomes part of who we are. We are proud to be an equal opportunity workplace and an affirmative action employer. As such, individuals are recruited, hired, assigned and promoted without regard to race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, protected veteran status, or any other protected characteristic.

This position will be open for a minimum of three days.

Salary/ Wage Range

Compensation for the role will depend on a number of factors, including a candidate’s qualifications, skills, competencies and experience and may fall outside of the range shown. DaVita offers a competitive total rewards package, which includes a 401k match, healthcare coverage and a broad range of other benefits. Learn more at

Colorado Residents: Please do not respond to any questions in this initial application that may seek age-identifying information such as age, date of birth, or dates of school attendance or graduation. You may also redact this information from any materials you submit during the application process. You will not be penalized for redacting or removing this information.

The AVP, Talent Management strategically leads the talent management teams including Talent Acquisition, Leadership Development, Talent & Organizational Development and Learning. The AVP, Talent Management will create and cultivate a talent management strategy that includes performance management, competency-based manager training and development, change management, leadership development, learning, talent acquisition and on-boarding as well as organizational design.

This leader must possess a high capacity to understand business strategies and align resources successfully to support stakeholders across the organization. This position must partner with all stakeholders and be able to influence and gain the respect and trust of executive peers and officers. Success in this position relies on having a high capacity to build effective teams, drive change and foster the organization's culture attributes. The role combines HR proficiency and business acumen to appropriately evaluate and resolve complex talent issues within a fast paced and ever-changing environment.

• Conceptualizes and builds comprehensive frameworks to develop talent. Leads strategically through data analysis and planning; translates business strategy and business needs into a workforce plan that includes learning and development goals, programs, and solutions.
• Creates, plans and directs staffing, sourcing and retention strategies and works to position the organization as an employer of choice.
• Creates and implements initiatives focused on enhanced success of change efforts in a dynamic organization.
• Partners with stakeholders to complete and maintain effective talent reviews, succession planning, and development action planning for business continuity.
• Supports and leads talent calibrations and talent management initiatives across the organization.
• Produces meaningful metrics and talent dashboard to assess and align strategies to business needs and outcomes.
• Participates in Human Resources budget-planning and manages vendor expenses.
• Facilitates organization design and role definition sessions to align the structure to drive organization performance.
• Provides consulting support, expertise, and assistance to internal business leaders and HR partners in the areas of performance management, performance solutions, talent development, leadership development and related HR best practices to help managers improve their group's performance.
• Elevates level of executive presence and influencing skills to collaborate with executives in a coaching capacity and to engage in development/delivery of development programs and culture needs.
• Demonstrates project management and organizational skills to drive completion of projects with complex organizational relationships, varying degrees of resources and tight timeframes.
• Partners with the Senior Leadership Team and Chief People Officer on the continual refinement and strategy around culture and employee engagement.
• Critical partner in organizational design efforts of the organization to ensure the workforce structure supports the operating model and subsequent workforce changes are managed with respect and aligned with our values.

Education:

• Bachelor's degree or equivalent experience.

Experience:

• 8 years or more comprehensive experience in progressive Human Resources' roles.
• 5 years supervising and developing HR staff talent.
• Experience in learning and development program design and leadership, executive assessment, coaching and development, performance management and general talent development.
• Demonstrated experience in culture initiatives that have demonstrated true business impact.

Job Related Knowledge, Skills and Abilities (Competencies):

• Organizational skills/project management experience to drive the training design and production development process.
• Strong ability in Microsoft Office applications.
• General knowledge of learning technologies, including applicant tracking systems, use of an LMS, eLearning, etc.
• Experience in both private and public sectors is highly desired, as well as experience or knowledge in the healthcare industry.
• Prior experience working cross-functionally and/or in matrix roles while undergoing significant organizational change.
• Leadership experience leading and building teams of professionals to execute strategic initiatives.
• Use of project management techniques and tools, as well as develop executive summary business cases.
• Required behavioral attributes include organizational agility; adaptability; strategic planning; C-suite navigation skills; innovation and entrepreneurial thinking; change agent; diversity champion.
• Ability to communicate through verbal and written means with individuals, small groups and in front of large audiences at all levels of the organization, strong presentation, and group facilitation skills.
• Ability to ask appropriate questions and probe for understanding and work collaboratively to achieve desired results.
• Multi-tasking ability to manage several deliverables across more than one client group consecutively.
• Must be able to perform the essential functions of the position with or without accommodation.

Registrations, Certifications and/or Licenses:

• Certification: Senior-level SPHR (HRCI) or SCP (SHRM) certification is highly desired, as well as other qualified human resources' certifications (e.g., CEBS, CCP, ISSA, etc.).

Education:

• MBA or Masters in OD, I/O, HR preferred.

Work is performed in an office environment.

Oregon Health & Science University values a diverse and culturally competent workforce. We are proud of our commitment to being an equal opportunity, affirmative action organization that does not discriminate against applicants on the basis of any protected class status, including disability status and protected veteran status. Individuals with diverse backgrounds and those who promote diversity and a culture of inclusion are encouraged to apply. To request reasonable accommodation contact the Affirmative Action and Equal Opportunity Department at or

At GEICO, we offer a rewarding career where your ambitions are met with endless possibilities.

Every day we honor our iconic brand by offering quality coverage to millions of customers and being there when they need us most. We thrive through relentless innovation to exceed our customers’ expectations while making a real impact for our company through our shared purpose.

When you join our company, we want you to feel valued, supported and proud to work here. That’s why we offer The GEICO Pledge: Great Company, Great Culture, Great Rewards and Great Careers.

The Government Employees Insurance Company (GEICO) is a private American auto insurance company with headquarters in Chevy Chase, Maryland. GEICO is a wholly owned subsidiary of Berkshire Hathaway and is the third largest auto insurer in the United States. In 2023, GEICO earned premiums worth over $40 billion U.S. dollars.

At Geico, our success is no secret - it's the result of investing in exceptional individuals who can provide exceptional service and solutions to our clients. We are committed to creating a culture of continuous learning and development to meet the challenges of today and tomorrow and to support our associates career aspirations.

As we continue to grow, we are seeking an experienced and dynamic leader to join our Talent Management team at GEICO at the Director level. In this role, the Director will oversee the design and implementation talent management and development efforts, and measuring performance of our associates.

Key Responsibilities:

The Director of Talent Management should be adept in working in a “start-up” environment, in order to build and implement Talent Management and Performance Appraisal processes. The Talent Director will have relevant experience and insights on the external talent management and organizational development landscape and will apply best practices to their work to support GEICO Operations and Corporate Functions.

To be successful in the role, we recommend the following qualifications and experience:

• Talent Management & Succession Planning: developing and implementing succession planning strategies to ensure a pipeline of qualified internal candidates for critical roles.
• High Potential Identification & Development: working with HR and the business to systematically identify high potential associates at various levels of the organization and plan for their future development.
• Performance Management: overseeing the employee performance appraisal process, which includes setting goals, performing evaluations, providing individual feedback, and coaching them as needed, as well as building manager capability in Performance Management processes.
• Organizational Development: working with the business to assess, design, and facilitate intervention strategies to improve organization performance and team dynamics.
• Innovation: developing and implementing strategic and innovative best practices to position HR and the company for the future.
• Collaboration and Managing Stakeholders: partnering with HR Business Partners, L&D Partners, Senior Business leaders and other stakeholders on Talent solutions.

Qualifications:

• 8+ years of relevant HR and Organizational Development experience with a significant portion focused on talent management and performance management.
• A Bachelor’s degree or equivalent work experience in lieu of a degree in Psychology, HR or related field
• Experience designing, developing, and supporting organization-wide talent management programs that cover performance management, talent development, coaching, succession planning, data analytics and relationship management.
• Experience working at all levels of the organization, with significant time working directly with the C-Suite
• Culture and change champion- owning and balancing the conflicts between standing still and moving forwards; believes in, helps develop, and cultivates excitement in their workplace culture.
• Solution-oriented orientation– identifying the source of a question or challenge and providing the right, or a better, way of doing things.
• Demonstrated organizational savvy and executive presence - effectively engaging with and influencing a wide range of stakeholders.

Preferred Qualifications:

• Masters degree or equivalent work experience in organizational development, industrial organizational psychology (I/O) or related field

• Preferred experience in organizational development and/or leadership development, with a mix of operational, strategic, and systems thinking experience.
• Experience working in large organizations in a Talent, Performance, Leadership Development, Learning or Organizational Development role.
• Certifications in personality/behavioral assessments, as well as, 360 assessment
• Experience with Workday and other HCM-related implementation of Talent and Performance modules

Location:

• Hybrid role at the New York City, Chevy Chase, or Dallas office.

#LI-EW1

Annual Salary

The above annual salary range is a general guideline. Multiple factors are taken into consideration to arrive at the final hourly rate/ annual salary to be offered to the selected candidate. Factors include, but are not limited to, the scope and responsibilities of the role, the selected candidate’s work experience, education and training, the work location as well as market and business considerations.

The GEICO Pledge:

Great Company: At GEICO, we help our customers through life’s twists and turns. Our mission is to protect people when they need it most and we’re constantly evolving to stay ahead of their needs.

We’re an iconic brand that thrives on innovation, exceeding our customers’ expectations and enabling our collective success. From day one, you’ll take on exciting challenges that help you grow and collaborate with dynamic teams who want to make a positive impact on people’s lives.

Great Careers: We offer a career where you can learn, grow, and thrive through personalized development programs, created with your career – and your potential – in mind. You’ll have access to industry leading training, certification assistance, career mentorship and coaching with supportive leaders at all levels.

Great Culture: We foster an inclusive culture of shared success, rooted in integrity, a bias for action and a winning mindset. Grounded by our core values, we have an an established culture of caring, inclusion, and belonging, that values different perspectives. Our teams are led by dynamic, multi-faceted teams led by supportive leaders, driven by performance excellence and unified under a shared purpose.

As part of our culture, we also offer employee engagement and recognition programs that reward the positive impact our work makes on the lives of our customers.

Great Rewards: We offer compensation and benefits built to enhance your physical well-being, mental and emotional health and financial future.

• Comprehensive Total Rewards program that offers personalized coverage tailor-made for you and your family’s overall well-being.
• Financial benefits including market-competitive compensation; a 401K savings plan vested from day one that offers a 6% match; performance and recognition-based incentives; and tuition assistance.
• Access to additional benefits like mental healthcare as well as fertility and adoption assistance.
• Supports flexibility- We provide workplace flexibility as well as our GEICO Flex program, which offers the ability to work from anywhere in the US for up to four weeks per year.

The equal employment opportunity policy of the GEICO Companies provides for a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religious creed, national origin, ancestry, age, gender, pregnancy, sexual orientation, gender identity, marital status, familial status, disability or genetic information, in compliance with applicable federal, state and local law. GEICO hires and promotes individuals solely on the basis of their qualifications for the job to be filled.

GEICO reasonably accommodates qualified individuals with disabilities to enable them to receive equal employment opportunity and/or perform the essential functions of the job, unless the accommodation would impose an undue hardship to the Company. This applies to all applicants and associates. GEICO also provides a work environment in which each associate is able to be productive and work to the best of their ability. We do not condone or tolerate an atmosphere of intimidation or harassment. We expect and require the cooperation of all associates in maintaining an atmosphere free from discrimination and harassment with mutual respect by and for all associates and applicants.

Position Overview

The Senior Director of Talent Management will lead and oversee the organization's talent management strategy, focusing on attracting, developing, and retaining top talent. This role requires a strategic thinker with a deep understanding of executive hiring, employee development, and organizational culture. The Senior Director will work closely with executive leadership to align talent management initiatives with the organization’s goals and objectives.

Job Description

Description

• Oversee the performance management process, ensuring it aligns with organizational goals and fosters a culture of accountability.

• Develop tools and resources to support managers in providing effective feedback and coaching to employees.

• Analyze performance data to identify trends and areas for improvement.

• Implement a succession planning framework to ensure the organization has a strong pipeline of future leaders.

• Identify high-potential employees and create tailored development plans to prepare them for leadership roles

• Foster a positive organizational culture that promotes employee engagement and satisfaction.

• Conduct regular employee surveys and analyze results to identify areas for improvement.

• Develop and implement retention strategies to reduce turnover rates and retain top talent.

• Champion diversity and inclusion initiatives across the organization.

• Develop programs to attract and retain a diverse workforce.

• Monitor diversity metrics and report on progress to leadership.

• Lead talent analytics team to establish appropriate metrics and tracking mechanisms to drive accountability, measure results, and optimize the impact of the talent management programs and processes.

• Deploy data insights to drive better talent decisions.

• Build strong relationships with internal stakeholders, including HR, operations, and executive leadership.

• Collaborate with external partners, such as educational institutions and professional organizations, to enhance talent acquisition efforts.

• Travel Required: Yes (approximately 20%)

Environment

• Office : Office Temperature (65F to 75F)

Skills

• Specialized Knowledge: Knowledge and experience in multiple modes of learning delivery; Ability to influence, consult and partner effectively with leaders at every level; Coaching and mentoring experience

• Special Skills: Strong vendor and project management skills; Experience building and implementing large-scale learning systems and HR projects; Superior verbal and written communication skills; Ability to design and implement full-cycle performance management programs

• Physical abilities: N/A

• Other: Proficient with Microsoft Office Suite; Experience with Workday preferred

Years Of Experience

• 10+ years experience in Human Resources, including Performance Management, Employee Engagement, Learning & Development, and Training, preferably in a large organization

#LI-Remote

Qualifications

Bachelor's Degree - Business Studies in Human Resource Management, Bachelor's Degree - Industrial & Organizational Psychology, Master's Degree - Organizational Leadership, SHRM Senior Certified Professional (SHRM-SCP) - Society for Human Resource Management

Shift

1st Shift (United States of America)

Company

C&S Wholesale Grocers, LLC

About Our Company

C&S Wholesale Grocers, LLC is an industry leader in supply chain solutions and wholesale grocery supply in the United States. Founded in 1918 as a supplier to independent grocery stores, C&S now services customers of all sizes, supplying more than 7,500 independent supermarkets, chain stores, military bases and institutions with over 100,000 different products. C&S also proudly operates and supports corporate grocery stores and services independent franchisees under a chain-style model throughout the Midwest, South and Northeast. We are an engaged corporate citizen, supporting causes that positively impact our communities.

Working Safely is a Condition of Employment at C&S Wholesale Grocers, LLC. C&S Wholesale Grocers is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or veteran status, or any other applicable state or federal protected class. The Company provides affirmative action in employment for qualified Individuals with a Disability and Protected Veterans in compliance with Section 503 of the Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act.

Salary Range

$150,700-$99,580

Company: C&S Wholesale Grocers, LLC

Job Area: HR - Corporate

Job Family: Human Resources

Job Type: Regular

Job Code: JC1810

Pay Range: 150,700 - 199,580

ReqID: R-263551