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Remote Director Talent Management Jobs (NOW HIRING)

Equinix

Director, Talent Motions

Dallas, TX · Remote

Job Summary This role is responsible for supporting the Strategic Partnerships function as well as managing a team of Talent Motions Managers. While the role has clearly defined areas of ...

Raytheon Technologies

US-MA-REMOTE Position Role Type: Remote U.S. Citizen, U.S. Person, or Immigration Status ... Reporting to the Director of Talent Management, this role provides enterprise-wide oversight ...

Clicks Talent

Influencer & Talent Agent

New York, NY · On-site +1

$1.0K - $10K/mo

Work independently in a fully remote, flexible environment, driving your own success. You'll Thrive if You: • Have a minimum of 3 years experience in influencer marketing, talent management, talent ...

Lancesoft INC

Remote - Director of Behavioral Health

OR · Remote

$88K - $138K/yr

The Remote Director of Behavioral Health leads the Behavioral Health Transfer Center, ensuring ... Manage telephonic clinical programs at scale, ensuring service level targets * Implement ...

Clicks Talent

$1.0K - $10K/mo

Work independently in a fully remote, flexible environment, driving your own success. You'll Thrive if You: • Have a minimum of 3 years experience in influencer marketing, talent management, talent ...

VitalSource Technologies

Recruiter

$75K - $90K/yr

Reporting to the Senior Director, Talent Management, you will partner closely with hiring managers ... Flexible work schedules and remote capabilities (by team) - feel free to skip the commute and hit ...

Ingenuity Live

Talent Manager

Los Angeles, CA · On-site +1

$60K - $70K/yr

Los Angeles - Remote * $60-70k salary Are you a dynamic individual with a passion for discovering ... Schedule deliverables through CRM / talent calendar & Review with talent and guide execution

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Remote Director Talent Management information

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$31K

$81.8K

$155.5K

How much do remote director talent management jobs pay per year?

As of Jul 4, 2026, the average yearly pay for remote director talent management in the United States is $81,758.00, according to ZipRecruiter salary data. Most workers in this role earn between $49,000.00 and $113,000.00 per year, depending on experience, location, and employer.

What is the difference between Remote Director Talent Management vs Remote Talent Acquisition Manager?

AspectRemote Director Talent ManagementRemote Talent Acquisition Manager
Primary FocusOversees overall talent strategies, employee development, retention, and organizational cultureFocuses on sourcing, recruiting, and hiring candidates for open positions
Required CredentialsTypically requires HR leadership experience, HR certifications, and strategic planning skillsRequires recruiting experience, HR certifications, and strong sourcing skills
Work EnvironmentSenior leadership role, often involved in HR policy and organizational planningOperational role centered on recruitment processes and candidate management

While both roles involve HR expertise and may require similar certifications, the Remote Director Talent Management focuses on strategic talent development and retention at an organizational level, whereas the Remote Talent Acquisition Manager concentrates on recruiting and hiring processes. Understanding these differences helps in choosing the right career path or job search focus.

More about Remote Director Talent Management jobs
What cities are hiring for Remote Director Talent Management jobs? Cities with the most Remote Director Talent Management job openings:
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What job categories do people searching Remote Director Talent Management jobs look for? The top searched job categories for Remote Director Talent Management jobs are:
Remote Director Talent Management jobs near you
Infographic showing various Remote Director Talent Management job openings in the United States as of June 2026, with employment types broken down into 73% Full Time, 11% Part Time, 5% Temporary, and 11% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $81,758 per year, or $39.3 per hour.
Director, Talent Acquisition Technology | 6-Month Contract

Director, Talent Acquisition Technology | 6-Month Contract

Sutherland

Houston, TX • On-site, Remote

$99K - $136K/yr

Full-time

Posted 2 days ago

Job description

Company Description
Job Description
The Director - Talent Acquisition Technology is a strategic role at Sutherland, reporting directly to the VP of Global HR Innovation. This position requires close collaboration with the global human resources leadership team and all functional leaders, and the ideal candidate must be adept at understanding business processes and leading digital solutions change management and adoption to drive business growth.
They key focus will be on managing and supporting all Talent Acquisition technology solutions, including the applicant tracking system and all other platforms including candidate testing, screening and talent management/development tools among others. The objective is to ensure we have the appropriate technology in place to drive smart and efficient recruiting operations across all markets and verticals, delivering an exceptional candidate experience. This role will be a key advisor and provide strategic direction to TA, HR and business leadership on TA technology, ensuring as well that all applications are to maximize their utilization and generate a significant return on investment by driving efficiency, effectiveness, and strategic advantage.
Change management is a crucial part of this role, which includes leading and managing organizational change to ensure the effective adoption of new systems and technologies. The Director of Talent Acquisition Technology is essential for executing Sutherland's strategic digitalization roadmap, leading initiatives to ensure alignment with company goals and successful outcomes. This role demands a dynamic leader capable of driving platform utilization improvement, managing initiative portfolios, and fostering a culture of continuous improvement in technology and system adoption.
Key Responsibilities:
Strategic Planning:
  • Provide strategic thought leadership to translate priorities into actionable plans, ensuring resource capability and capacity.
  • Lead strategy execution by managing projects and programs aligned with organizational strategies and objectives in talent acquisition to pursue non-linear growth.
  • Identify new and emerging technologies and have an up-to-date, holistic read on the HR technology landscape.

Program Planning and Execution:
  • Lead program planning, define objectives and scope, and ensure successful execution across all stakeholders.
  • Assess program effectiveness, identify areas for improvement, and establish performance management and goal setting for long-term sustainability.
  • Maintain a performance improvement culture, act as a change agent, and develop teams to thrive on change.

End-User Support Management:
  • Lead and manage a team of Super Users who address end user tickets and support items.
  • Lead and manage a team of Auditors who ensure systems and process compliance, including regulatory requirements.
  • Oversee the ticketing system to ensure timely and effective resolution of end user issues.
  • Develop and implement processes and standards for end user support to enhance efficiency and user satisfaction.
  • Partner with COE leaders on larger projects and implementation initiatives to support end user feedback and new features in platforms.
  • Provide leadership, guidance, and support to the Super User team.
  • Conduct regular performance reviews and support professional development for team members.

Change Management:
  • Lead and manage organizational change to ensure digital transformation is effectively adopted.
  • Develop and implement strategies to drive cultural change and support the transition to new digital processes and tools.
  • Foster a culture of innovation and continuous improvement, ensuring all team members are engaged and motivated to embrace change.
  • Understand present state for all related processes, including process mapping processes in place and de facto, and identifying policies that are affected.
  • Lead discovery sessions with the corresponding function owners, understanding the scope of change and doing root cause analysis to identify gaps and failure points.
  • Design to-be processes and document appropriately, working with the platforms, technology, and project teams.

Adoption and Integration:
  • Drive the adoption of agile methodologies and design-thinking principles to ensure iterative development and continuous improvement.
  • Collaborate with stakeholders to identify digital needs, prioritize initiatives, and ensure seamless integration of digital solutions into existing workflows and Sutherland technology stack.
  • Identify and define metrics and KPIs that will be influenced by the project roll-out, including reviewing goals currently in place that will be impacted by the business case.
  • Identify and define metrics that will indicate the success of the implementation, and build the corresponding tracking artifacts.

Driving Technology Utilization:
  • Maximize the use of digital tools and technologies to drive efficiency and effectiveness.
  • Leverage emerging technologies such as artificial intelligence, machine learning, and analytics to enhance operational capabilities across the Global People Office organization and beyond.
  • Implement and refine processes to ensure optimal use of digital tools and technologies, fostering a user-centric approach to technology deployment.

Qualifications
Qualifications:
  • Extensive experience in managing and implementing HR or TA technology platforms, including managing programs across multiple regions and languages for large organizations.
  • Preferred focus on: Applicant Tracking Systems (SmartRecruiters, but also ICIMS, SuccessFactors, Taleo and others), candidate testing and assessment platforms, candidate engagement solutions, automated/AI-driven screening, interviewing and matching solutions; among others.
  • Experience in providing end-user support for HR or TA systems, including managing functional configuration and interacting with technical teams, including designing, testing and developing integrations across core HR platforms.
  • Experience leading adoption and change management initiatives for digital solutions.
  • Proven experience in strategic planning, program portfolio execution, and project management.
  • Strong leadership skills with the ability to engage and challenge senior stakeholders.
  • Expertise in managing cross-functional teams and complex projects.
  • Excellent communication skills with the ability to inspire action and drive results.
  • Deep understanding of HR processes, digital solutions, and automation technologies.
  • Demonstrated ability to drive cultural change and support the transition to new digital processes and tools.
  • Proficiency in agile methodologies and design-thinking principles to ensure iterative development and continuous improvement.
  • Ability to develop metrics and KPIs to measure the success of digital transformation initiatives and ensure continuous monitoring and reporting.
  • Ability to travel internationally as needed

Additional Information
All your information will be kept confidential according to EEO guidelines.
EEOC and Veteran Documentation
During employment, employees are treated without regard to race, color, religion, sex, national origin, age, marital or veteran status, medical condition or handicap, or any other legally protected status.
At times, government agencies require periodic reports from employers on the sex, ethnicity, handicap, veteran and other protected status of employees. The purpose of this Administrative EEO Record is for statistical analysis only and is used to comply with government record keeping, reporting, and other legal requirements. Periodic reports are made to the government on the following information. The completion of the Administrative EEO record is optional. If you choose to volunteer the requested information, please note that all
Administrative EEO Records are kept in a Confidential File and are not part of your Application for Employment or Personnel file.
Please note: YOUR COOPERATION IS VOLUNTARY. INCLUSION OR EXCLUSION OF ANY DATA WILL NOT AFFECT ANY EMPLOYMENT DECISION.

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