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Servco is seeking a visionary and execution-oriented Director, Global Talent Management & Transformation to help shape how our workforce evolves in an AI-enabled world. Reporting directly to the Chief People Officer, this role will drive enterprise-wide workforce transformation initiatives, including the design and adoption of AI-enabled and agentic AI ways of working, while building the talent, leadership, and succession strategies that will power Servco's future growth.

As a trusted strategic partner to senior executives, you will lead complex organizational change efforts, oversee critical HR transformation initiatives, and establish a world-class executive talent management and succession planning framework across the enterprise. This role requires a unique blend of strategic thinking, change leadership, program management discipline, and a genuine passion for how emerging technologies are reshaping work.

If you thrive in fast-moving environments, enjoy solving complex organizational challenges, and are energized by the opportunity to influence enterprise strategy at the highest levels, this is an opportunity to make a lasting impact on the future of Servco and its people.

KEY OUTCOMES:

AI Workforce Transformation Strategy - A comprehensive, fully activated approach for transitioning Servco's workforce to AI-enabled and agentic AI ways of working is designed, owned, and managed by this role. The strategy is co-developed in close partnership with HRBPs and business unit HR leaders, who serve as essential partners in translating the enterprise approach into business unit-level design and execution.

Change Management Execution - A clear, integrated change management strategy is in place for the AI workforce transformation, enabling leaders and employees across HI Mobility to understand, adopt, and sustain AI-enabled work. Stakeholder engagement, communications, and readiness assessments reflect this role's direct leadership.

HR Transformation Program Management - All HR transformation workstreams beyond the AI workforce transformation are actively tracked, integrated, and moving at pace under this role's program management. This role works in close partnership with the relevant HR leaders - including the VP of HI HR, Director of Enterprise Compensation, and business unit HR leaders - to ensure workstreams are coordinated, sequenced, and accountable. The CPO and executive team receive accurate, timely reporting on portfolio health, interdependencies, and risks.

Enterprise Executive Talent Management, Succession & Pipeline Development - A structured, rigorous talent management and succession planning capability is built and operational for executive leadership roles across the enterprise. Executive succession maps, leadership bench assessments, and critical talent strategies are actively managed at the enterprise level. Talent strategies for high-potential identification, executive bench development, and distribution leadership pipeline are activated and tracked, with clear ownership and progress visible to the CPO.

QUALIFICATIONS:

Education:

Bachelor's degree preferred

Master's degree or MBA with focus on Organizational Development, HR Strategy, or related discipline preferred.

Work Experience:

10+ years of progressive HR experience with demonstrated depth in at least two of the following: talent management and succession planning, organizational change and transformation, HR strategy, or enterprise program leadership.

Direct experience supporting a CHRO or CPO as a senior thought partner in a chief of staff, senior HR strategy lead, or equivalent capacity with exposure to executive and sensitive organizational matters.

Demonstrated experience designing and running executive level succession planning or talent review processes.

Experience leading or playing a senior role owning and driving the change effort for large-scale organizational transformations.

Experience leading AI or technology-related workforce initiatives.

Demonstrated track record of rapidly building fluency in new and emerging domains; comfort moving into unfamiliar territory with urgency and curiosity.

Experience in complex, multi-entity, family-owned, or operationally intensive organizations is a strong plus.

Background in management consulting, organizational effectiveness, or HR transformation is a meaningful differentiator.

Skills:

Executive presence and comfort operating at the most senior levels of an organization including with the CEO and board with the judgment those settings require.

Ability to hold complexity without losing clarity, managing multiple interconnected workstreams and producing a coherent, honest picture of progress and risk.

Ability to translate strategy into execution, designing frameworks, and maintaining the accountability systems that make change real.

Clear, direct communication - producing materials for the CPO, CEO, and board.

Deep curiosity about and working fluency with AI tools and agentic AI applications as a genuine area of passion and ongoing development. This person actively seeks out new AI capabilities, understands how they can reshape work and the workforce, and brings that perspective credibly into conversations with business leaders, consultants, and technical specialists.

COMPETENCIES:

Strategic Thinking - Connects talent and transformation strategy to business outcomes; sees across workstreams and time horizons.

Influence Without Authority - Builds trust and drives alignment across organizational boundaries without relying on positional authority.

Change Leadership - Designs and leads organizational change that actually sticks; manages resistance and sustains momentum.

Execution Discipline - Holds accountability for pace and outcomes across a complex portfolio; identifies and removes barriers.

High EQ and Discretion - Navigates executive succession, family business dynamics, and sensitive capability transitions with sound judgment.

AI Curiosity - Genuine openness and urgency to develop AI fluency; engages credibly with business leaders, consultants, and AI specialists on practical workforce applications.

Collaborative Partnership - Works effectively with peers (VP of HI HR, Director of Enterprise Compensation) to integrate and sequence work.

LICENSES AND CERTIFICATION:

SHRM-SCP, SPHR, or equivalent senior HR certification preferred.

Change management certification (Prosci, CCMP, or equivalent) preferred.