Director Talent Management Jobs in Spring, TX (NOW HIRING)

The Director, Talent, Culture & Leadership is responsible for leading the enterprise strategy, design, and execution of integrated talent solutions that enable business performance and strengthen organizational capability. This role serves as a key member of the HR Leadership Team and partners closely with business leaders, HR Business Partners, and other enterprise functions to develop and implement fit-for-purpose programs, processes, and initiatives that attract, develop, engage, and retain high-performing talent.
The Director provides enterprise leadership across talent acquisition, talent management, leadership development, organizational effectiveness, employee engagement, and culture. The role ensures talent and organization strategies are aligned with the company's business objectives, operating model, workforce requirements, and future growth priorities.

Strategic Leadership & Enterprise Partnership
   Serve as a member of the HR Leadership Team, contributing to people strategy, workforce priorities, and organizational effectiveness initiatives
   Partner with executive leadership and business stakeholders to align talent strategies with business objectives, operational requirements, and long-term growth plans
   Ensure talent and organization initiatives support the company operating model and drive measurable business outcomes
   Collaborate with corporate functions and business units to deliver integrated, scalable, and sustainable solutions
   Provide strategic counsel to leaders regarding organizational capability, workforce risks, leadership effectiveness, and talent priorities

Talent Acquisition & Workforce Strategy
   Develop and execute enterprise talent acquisition strategies.
   Partner with business leaders to identify workforce requirements and develop recruiting and workforce planning strategies
   Lead the evolution of recruiting processes, employment branding, candidate experience, and selection practices
   Enhance hiring outcomes through effective governance, workforce analytics, labor market intelligence, and talent pipeline strategies
   Ensure talent acquisition efforts align with organizational culture, and long-term workforce needs

Leadership Development & Succession Planning
   Create and execute an enterprise leadership development strategy designed to strengthen leadership capability at all levels of the organization
   Develop leadership frameworks, competency models, and development pathways aligned with business priorities and organizational values
   Design and implement programs that accelerate leadership readiness, succession strength, and organizational capability
   Partner with senior leaders to identify future leadership needs and build robust succession pipelines for critical roles
   Support executive assessment, coaching, team effectiveness, and leadership transitions

Enterprise Culture & Employee Engagement
   Lead initiatives that strengthen and sustain a high-performance culture aligned with organizational values and business objectives
   Develop culture strategies that reinforce accountability, collaboration, innovation, inclusion, engagement, and employee experience
   Assess organizational health, engagement, and culture effectiveness through data, feedback, and stakeholder insights
   Partner with business leaders to translate cultural aspirations into practical behaviors, leadership expectations, and workforce practices
   Facilitate culture transformation initiatives supporting organizational growth, change, and performance improvement

Supervision & Professional Development
   Reports to the Vice President of Human Resources.
   Serves as a key member of the HR Leadership Team, contributing to enterprise talent, leadership, culture, and organizational effectiveness strategies
   Partners closely with executive leadership, HR Business Partners, Talent Acquisition, Compensation & Benefits, HR Operations, and other Centers of Excellence to deliver integrated people solutions
   Collaborates across the organization to align talent programs, leadership initiatives, and culture strategies with business objectives and operating model requirements
   Serve as a trusted advisor on talent strategy, organizational effectiveness, leadership capability, workforce planning, succession management, and enterprise culture

• Demonstrated ability to develop and execute integrated talent and culture strategies that directly support business objectives and operational priorities
• Strong organizational effectiveness, organizational design, facilitation, strategic planning, and problem-solving capabilities
• Ability to influence and build credibility with executive leadership and cross-functional stakeholders
• Excellent communication, presentation, consultation, and relationship management skills
• Strong analytical capabilities with the ability to translate data and talent insights into actionable recommendations

Minimum: Bachelor's degree - from accredited university - Human Resources, Business Administration, Industrial/Organizational Psychology, Organizational Ddevelopment or related field

Preferred: Master's degree

Preferred: PHR/SPHR; CCP/CBP/GCCP/GCBP;CEP; CPLP

Minimum: 12 years of progressive leadership experience spanning talent management, talent acquisition, organizational effectiveness, leadership development, culture, and broader human resources functions

Preferred: 2 - 5 years supervisory/management experience

• Demonstrated success developing and implementing enterprise talent strategies within complex, operationally intensive organizations
• Experience serving as a strategic advisor to senior executives and influencing enterprise-wide decisions
• Proven track record designing and delivering scalable talent, leadership, organizational effectiveness, and culture initiatives that drive measurable business outcomes
• Strong understanding of workforce planning, organizational design, change management, talent acquisition, succession planning, and leadership development
• Experience leading cross-functional initiatives within a matrixed organizational environment