Director, Talent Management
- Design, administer, and continuously improve Blue Bird’s talent review and succession management approach (frameworks, cadence, tools, education, and leader enablement).
- Lead annual talent review cycles, ensuring calibration, readiness assessments, critical role identification, and measurable outcomes.
- Build and maintain toolkits for HRBPs and leaders (e.g., 9-box guidance, succession slates, development planning standards, critical role definitions, risk scoring).
- Partner with leaders to strengthen succession pipelines for all levels of the organization.
- Own the end-to-end performance management framework and annual cycle (goal setting, calibration, and leader in communications).
- Define standards for goal quality, rating philosophy, feedback expectations, documentation, and performance improvement practices.
- Assess organizational effectiveness needs and lead OD solutions (team effectiveness, operating model clarity, role clarity, capability building, leader coaching toolkits).
- Consult with leaders to diagnose organizational challenges (structure, decision rights, capacity, leadership behaviors, engagement drivers) and implement practical interventions.
- Establish standards for enterprise development planning and leader capability growth aligned to business priorities and Blue Bird leadership expectations.
- Own employee engagement in partnership with HR and business leaders, including survey administration support, action planning standards, and leader enablement.
- Provide leadership coaching to leaders in the organization.
- Deep expertise in talent management systems, including performance management, talent review, succession planning, and leader enablement.
- Demonstrated ability to design programs and drive adoption through influence, change leadership, communications, and training.
- Strong consulting capability: can diagnose organizational issues, facilitate leader discussions, and move stakeholders to aligned decisions.
- Excellent project/program management skills: able to manage multiple cycles with high quality, deadlines, and stakeholder complexity.
- Strong executive presence and communication skills, able to influence at all levels with clarity, data, and practical recommendations.
- Analytical capability: comfortable using data to tell a story, identify risk, measure outcomes, and recommend action.
- High discretion and judgment in handling sensitive talent information.
- Proficiency with Microsoft Office (Excel, PowerPoint, Outlook, Teams) and comfort creating executive-ready materials, and toolkits.
- Bachelor’s degree required in Human Resources, Organizational Development, Business, Psychology, or related field; Master’s degree preferred.
- 10+ years of progressive experience across talent management, organizational development, HR COE leadership, or equivalent HR program ownership.
- Ability to anticipate and understand customer needs and provide guidance.
- Excellent interpersonal and customer relationship skills to handle difficult and sensitive matters.
- Strong project management skills; exposure to difficult or complex projects a plus.
- Ability to influence stakeholders and drive adoption across diverse populations (plant and professional).
- Effective communication and ability to translate complex talent concepts into clear, leader-ready tools.
- Working in a collaborative team and balancing the needs of individual stakeholders while delivering business objectives.
- Continued Professional Development
- Benefits including medical, dental and vision insurance, 14 paid holidays, vacation time and 401k with match
- The specific statements shown in each section of this description are not intended to be all-inclusive. They represent typical elements and criteria necessary to successfully perform the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions
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