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Director Global Talent Jobs (NOW HIRING)

Hadley Designs

Global Talent Acquisition Director

$106K - $146K/yr

We are seeking a Global Talent Acquisition Director to join our team and build the systems that will drive our next phase of growth. If you are passionate about creating scalable people systems ...

Hadley Designs

Global Talent Acquisition Director

$106K - $146K/yr

We are seeking a Global Talent Acquisition Director to join our team and build the systems that will drive our next phase of growth. If you are passionate about creating scalable people systems ...

Zeta Global

Director, Talent Programs

New York, NY · Hybrid

$135K - $145K/yr

WHO WE ARE Zeta Global (NYSE: ZETA) is the intelligent AI infrastructure company helping ... ABOUT THE ROLE The Director, Talent Programs is a strategic program management leader responsible ...

Zeta Global

Director, Talent Programs

New York, NY · On-site

$135K - $145K/yr

WHO WE ARE Zeta Global (NYSE: ZETA) is the intelligent AI infrastructure company helping ... ABOUT THE ROLE The Director, Talent Programs is a strategic program management leader responsible ...

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Director Global Talent information

What does a director global talent do?

A Director Global Talent oversees the strategy and operations related to attracting, developing, and retaining top talent across a company's international locations. This role involves leading global recruitment, talent management, diversity and inclusion initiatives, and workforce planning to ensure the company has the right people in key roles worldwide. Additionally, the Director Global Talent collaborates with regional HR teams and business leaders to align talent strategies with organizational goals, often handling complex challenges like cross-cultural management and international labor laws.

How does a director global talent typically collaborate with regional HR teams to implement talent strategies across multiple countries?

A Director of Global Talent works closely with regional HR teams to ensure that talent acquisition, development, and retention strategies are adapted to local markets while aligning with the organization's global objectives. This often involves regular communication, joint planning sessions, and sharing best practices to address region-specific challenges such as labor laws, cultural differences, and talent availability. Successful Directors foster an environment of collaboration and mutual support, leveraging data and feedback from regional teams to continuously refine global talent initiatives. This collaborative approach is crucial for ensuring consistency in employer branding and employee experience worldwide.

What are the key skills and qualifications needed to thrive as a director global talent, and why are they important?

To thrive as a Director Global Talent, you need a deep understanding of talent acquisition, workforce planning, and global HR strategies, typically supported by a bachelor’s or master’s degree in human resources or a related field. Familiarity with HRIS platforms, applicant tracking systems, and global employment legislation is highly valuable, as are certifications like SHRM-SCP or SPHR. Outstanding leadership, strategic thinking, cross-cultural communication, and change management skills set top performers apart in this role. These competencies are crucial for developing effective global talent strategies that drive organizational growth and support diverse, high-performing teams across regions.

What is the difference between Director Global Talent vs HR Director?

AspectDirector Global TalentHR Director
Primary FocusGlobal talent acquisition, development, and retention strategies worldwideOverall human resources management within an organization, including policies, employee relations, and compliance
Work EnvironmentInternational offices, cross-cultural teams, global HR initiativesCorporate headquarters, regional offices, internal HR teams
Required CredentialsTypically a master's degree in HR, Business, or related field; experience in global talent managementUsually a bachelor's or master's in HR, Business, or related field; HR certifications often preferred

The main difference is that the Director Global Talent focuses on global talent strategies across multiple regions, while the HR Director manages overall human resources functions within a specific organization. Both roles require HR expertise, but the Director Global Talent emphasizes international talent acquisition and development.

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Director Global Talent jobs near you
Infographic showing various Director Global Talent job openings in the United States as of August 2026, with employment types broken down into 84% Full Time, 11% Part Time, 4% Contract, and 1% Nights. Highlights an 87% Physical, 4% Hybrid, and 9% Remote job distribution.

Senior Director, Global Talent & Organizational Development Practices

SupportFinity™

Beaverton, OR • On-site

$120 - $160/hr

Other

Posted 29 days ago

Key responsibilities

  • Create and implement practices, tools, frameworks, and methodologies related to talent selection, assessment, attraction, and development.

  • Enable employees' career growth and drive business outcomes through initiatives like leadership assessments, performance management, and talent planning.

  • Shape and translate emerging trends in workplace innovation and future of work into scalable Talent & OD practices.

Job description

Senior Director, Global Talent & Organizational Development Practices Who You Will Work With

You’ll report to the Chief Talent Officer and work closely with Business Leaders and teammates across the Talent & OD function, HR Leadership Team, People Solutions and Employee Communications as well as external partners.

Who We Are Looking For

The Talent & Organizational Development (OD) team ensures we have the organization and capable diverse talent required to create and deliver the future of Nike. We work at all altitudes, engaging in strategy, practice design and activation and operations, with a focus on increasing consistency in how we work with business leaders across the enterprise. Our Talent & OD practices team are evolving as we are facing a dynamic marketplace which Nike’s leaders must navigate to drive business growth.

  • Bachelor's Degree in Industrial/Organizational Psychology, Talent Management, Leadership/Organizational Development or related field. Will accept any suitable combination of education, experience and training.
  • Master's or Doctorate Degree is preferred.
  • Minimum 10 years of demonstrable experience in in-house leadership in talent management for large and sophisticated multinational organizations.
  • Minimum 5 years’ experience working at senior levels as an HR COE Leader or HR Business Partner.
  • Demonstrated aptitude in talent assessment, leadership development, selection and talent management.
  • Experienced leader of teams.
  • Advanced influencing skills; strong ability to develop high-profile and collaborative relationships across teams up and down the organization.
  • Ability to think strategically and to creatively solve problems, while also willing to drive work across the finish line.
  • Ability to establish an independent view, make decisions, and motivate others, especially during difficult situations or on tough organizational issues.
What You Will Work On
  • Along with your team, you will create practices integrated across the Talent & OD org (OD, Strategic Workforce Planning, TM, TA, L&D), including the tools, frameworks, methodologies, principles and recommendations on how we select, identify, attract, assess and develop talent at Nike.
  • Enable all employees to have a meaningful career and drive critical business outcomes (including Leadership Assessments, Performance Management, Careers & Mobility, Talent & Succession Planning). You will incorporate insights from industry best practices, COE partners, and Business HR on Nike business needs to the design and creation of practices across Talent & OD.
  • Shape Nike’s point of view on workplace innovation and the future of work by anticipating emerging trends in how work is done and translating them into scalable, enterprise-ready Talent & OD practices. This includes defining the skills and capabilities required for Nike’s future business models, evolving career architectures and talent marketplaces, and enabling new ways of working through experimentation, pilots, and data-informed insights.
  • Partner closely with Business, HR, and external thought leaders to ensure Nike remains agile, skills-forward, and positioned to attract, develop, and deploy talent in a rapidly changing work environment.
  • Ensure alignment of Talent & OD Practices initiatives with other HR and Talent & OD initiatives (e.g. OD, SWP, TA, L&D, TM, Executive Development). You will recommend practices that ensure integrity so that employees experience a fair and objective process with appropriate sensitivity to confidentiality, diversity and consistency. You will monitor effectiveness of practices using scorecards and metrics and adjust strategies accordingly.
  • Define the Talent & OD Practices organization and align the resources to build a high performing and diverse team in addition to partnering with key stakeholders across HR, business teams, and with external consultants as needed.
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