The senior director will:

Lead our Early Career, Leadership Development, and other emerging program teams to successfully innovate, optimize, and deliver results through current and planned programs;  Establish and implement a cohesive strategy for talent development programs that enhance the capabilities and potential of our people across the employee journey in key moments of high impact; and Identify enterprise opportunities to design and deliver talent development programs more effectively, efficiently, and at scale.

Reporting to the GVP of Talent Management and Development, the senior director will lead globally dispersed teams managing Early Career programs and Leadership Development programs. As a member of our leadership team, this is a unique opportunity to make an impact and collaborate closely with teams across HR, including our organizational development consultants, enterprise learning team, strategic communications, HR leaders and business partners, talent acquisition, people analytics, and many other key internal stakeholders and partners, as well as external vendors. 

 

The ideal candidate will be a strategic, systems thinker who will bring a fresh perspective, data-driven decision-making, and deep expertise in talent development strategy and programming, along with well-developed organizational leadership and change management skills to successfully drive both talent and operational outcomes. They will know how to build trusted relationships, communicate clear vision, garner support and alignment across multiple cross-functional stakeholders, and measure results. They are comfortable moving and pivoting quickly, fun and collaborative, and have strong leadership skills.

 

Responsibilities:

Programs Strategy, Planning, and Budget Management Set cohesive vision and strategy for talent development programs function and work with program leaders on the program level strategies and plans for Early Career and Leadership Development. Collaborate with key stakeholders to define and prioritize critical business outcomes and plan for annual programs. Develop comprehensive business cases and proposals to secure annual budgets and funding for new initiatives. Research industry trends, best practices, and emerging technologies to continuously enhance our approaches. Team Leadership Lead, manage, coach, and mentor the Early Career and Leadership Development program teams, providing guidance and support to ensure the success of the team. Growing/scaling the program management capabilities of the team to increase reach/impact of LOB specific programs. Define functional priorities and goals that align with business, HR, and organizational strategy and desired outcomes, and hold team accountable for achieving them. Effectively use Oracle’s talent management processes and HCM tools to facilitate performance management and development best practices. Collaboration and Partnerships Foster trusted relationships with key stakeholders, partners, and vendors to understand talent development needs and ensure the effective delivery of the enterprise talent programs. Actively participate as a member of GVP’s leadership team to define and deliver on organizational priorities and initiatives, optimize organization and processes, develop talent, and drive innovation and change. Measurement and Continual Improvement Establish key performance metrics, success criteria, and measurement standards for all. programs and hold teams accountable for impact, business value, effectiveness, and experience of programs. Report out results and metrics to GVP and other stakeholders. Ensure teams are leveraging metrics, feedback, and data insights/analytics to continually innovate and improve programming. Operational effectiveness Proactively look across programs to leverage synergies, efficiencies, and cost savings. Identify opportunities to improve operational excellence (i.e. through technology, automation, AI, etc). Communication Develop and implement a cohesive and effective stakeholder communication and management strategy, partnering with the HR Comms team, where appropriate. Build awareness and visibility of program strategies, offerings, and results with key audiences. Ensure teams develop effective change management and communication strategies for program implementation, partnering where needed.

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Career Level - M5