Position Summary

The Director, Enterprise Talent Management is responsible for leading a portfolio of talent management processes and practices This role will lead a team that focuses on the ongoing management and optimization of our succession, Performance and Career Development, Professional Development, and OD research.

This role will partner with senior business leaders on job architecture and requisite skills.

The Director reports directly to the VP Talent & Organization Development and partners closely with senior business leaders, Compensation, Field HR, and IT to ensure talent strategies align with business objectives and workforce transformation in the age of intelligence.

Qualified candidates will bring 10+ years of progressive experience in talent management, organizational psychology, or talent analytics, including demonstrated expertise in IO Psychology with advanced statistical and research practice. The ideal candidate holds a Ph.D. in IO Psychology or closely related behavioral science. Deep expertise in job analysis, assessment, and research methods is required. This role will lead the development and management of success profile development, and the design and integration of evolving skills and job architecture system that adapts to new technologies and accelerates organizational performance.

This is a position in-person at least 4 days a week in office at our corporate offices located in Reading, PA, 75 miles northwest of Philadelphia. Candidates would be expected to travel as necessary for work and/or development opportunities. Relocation assistance may be considered for highly qualified candidates.

Major Responsibilities Succession Planning

• Lead the enterprise processes and practices that result in accelerating the readiness of leaders for critical organizational roles
• Forecast and report on insights related to the strength of the leadership pipeline
• Ensure all critical roles have been reviewed and succession health is accurately reported

Performance Management

• Lead the continuous improvement and impact of the performance management process, system, and resources
• Ensure compliance, positive user experience, and synchronization with compensation cycle timelines

Professional & Career Development

• Design and deliver career development workshops and resources
• Oversee on-demand learning resource curation (LinkedIn, etc.)
• Evaluate and curate university certificate programs aligned to business domain expertise priorities and job architecture
• Manage enterprise tuition reimbursement program
• Develop facilitator network for scaling development programs
• Lead the design of career development frameworks

Job Architecture

• Conduct job analysis that identifies essential job functions and associated KSAOs
• Consult with business leaders on future facing role design and success profiles development
• Partner with Compensation and Field HR on new role design
• Ensure valid and defensible KSAOs matched to validated essential job functions

Research & Insights

• Lead and build expertise and practice in talent analytics using qualitative and quantitative methods
• Deliver analytics and insights on enterprise program evaluations that guide portfolio and program actions
• Support OD consulting projects with analytical support key to organizational diagnosis and KPI development
• Conduct T&OD annual engagement and related surveys
• Develop collaborative partnerships with key organizational analytics leaders for high data integrity and use case-based tech stack standardization

Other projects and tasks as assigned Qualifications

• Ph.D. in Industrial-Organizational (IO) Psychology or closely related behavioral science (Social Psychology, Organizational Psychology, Behavioral Economics) preferred
• Master's Degree in IO Psychology, Organization Psychology, or related field required at minimum
• 10+ years of progressive experience in talent management, organizational development, or IO psychology with increasing leadership and subject matter expertise
• Background in Adult Development, Instructional Design, and evaluation
• Advanced statistics education and experience required
• Project Management and consulting skills
• Job design and analyses experience
• Proven track record leading talent analytics, succession planning, and performance management functions
• Excellent communication and leadership skills with ability to explain technical information to non-technical audiences at all levels
• Proven ability to lead engaged teams and manage complex, enterprise-wide talent initiatives
• Detail oriented leader with a strong bias for action
• Systems thinker with high learning agility
• Executive presence and organizationally savvy with ability build positive relationships
• Regular, predictable, full attendance is an essential function of the job
• Willingness to travel as necessary, work the required schedule, work at the specific location required, complete Penske employment application, submit to a background investigation (to include past employment, education, and criminal history) and drug screening are required

Physical Requirements

• The physical and mental demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• The associate will be required to: read; communicate verbally and/or in written form; remember and analyze certain information; and remember and understand certain instructions or guidelines
• While performing the duties of this job, the associate may be required to stand, walk, and sit. The associate is frequently required to use hands to touch, handle, and feel, and to reach with hands and arms. The associate must be able to occasionally lift and/or move up to 25lbs/12kg
• Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and the ability to adjust focus

Penske is an Equal Opportunity Employer: