Global Director, Talent & Workforce Strategy
About The Position
Global Director, Talent & Workforce Strategy Position Summary The Global Talent Director is the enterprise owner of Catalent’s Talent Strategy, Leadership Development, Workforce Planning, and Organizational Effectiveness. This role shapes how the company builds capabilities, prepares leaders, manages succession, deploys AI‑driven talent practices, and brings the operating model to life globally. The role partners with the VP Talent, the CHRO and ELT to design a 3‑year talent roadmap, lead culture and capability building, and ensure the entire talent ecosystem (processes, tools, governance, mobility, analytics) meets the future needs of the business. The Role 1. AI‑Driven Change & Transformation Build enterprise AI change capability (AI Champions, tools, training). Deploy AI learning across functions and levels. Provide standardized change toolkits and playbooks for HR and leaders. Lead transformation governance for integrations, restructures, and org transitions. 2. Talent & Leadership Development Architecture Design and run development programs for key functions (Quality, PM, Sales, GMs, Senior Leaders/VPs). Own the full leadership development lifecycle (emerging → senior → executive). Manage diagnostics (360s, Hogan, strengths) and governance for coaches/vendors. Measure ROI of leadership investments and ensure global standards. 3. Talent Management, Succession & Mobility Talent Management / Pipeline building strategy Lead enterprise Talent Heatmap and global talent reviews. Identify talent risks and build mitigation strategies with Segment HR. Drive succession planning excellence for critical roles. Lead global mobility, bubble assignments, internal marketplace, and career pathing architecture. 4. Organizational Design & HR Process Modernization Establish standards for OD, job architecture, role families, and career paths. Lead spans & layers analysis and org efficiency initiatives. Modernize Performance Management, Talent Reviews, and Engagement processes using AI-enabled approaches. Ensure consistent job descriptions, org charts, and grading frameworks. 5. Talent Data, Analytics & Governance Continue develop talent analytics framework and dashboards (heatmaps, pipeline, risk roles, skill gaps, mobility). Govern talent systems, processes, and data quality in partnership with HRIS. Integrate analytics into workforce planning, capability assessments, and enterprise decision‑making. The Candidate Strategic enterprise thinker with the ability to design and execute a global talent agenda. Confident influencing ELT/CHRO and operating as a trusted advisor. Strong change leadership capability, especially in transformation or AI‑enabled environments. Demonstrated experience building high‑impact talent ecosystems, not just running processes. Evidence of leading global programs and governance across multiple regions.
Requirements
- 12+ years in Talent, Leadership Development, Organizational Development, or Workforce Strategy and experience in Operational Human Resources in the Business.
- Experience in complex, matrixed, multi‑country environments.
- Proven track record in: Succession planning & talent management Leadership development frameworks Organizational design & career architecture AI adoption in HR or digital transformation (preferred) Workforce planning & capability building Change leadership and cultural transformation
- Ability to create scalable global programs with measurable impact.
- Excellent communication, storytelling, and facilitation skills.
- Comfortable partnering with senior leaders and challenging constructively.
- Curious, future‑oriented, energized by building and modernizing.
- High learning agility, systems thinker, comfortable with ambiguity.
- Empathetic, development‑minded, strong coach.
- Skilled at balancing strategic design with operational execution.
Nice To Haves
- AI adoption in HR or digital transformation (preferred)
Responsibilities
- AI‑Driven Change & Transformation Build enterprise AI change capability (AI Champions, tools, training). Deploy AI learning across functions and levels. Provide standardized change toolkits and playbooks for HR and leaders. Lead transformation governance for integrations, restructures, and org transitions.
- Talent & Leadership Development Architecture Design and run development programs for key functions (Quality, PM, Sales, GMs, Senior Leaders/VPs). Own the full leadership development lifecycle (emerging → senior → executive). Manage diagnostics (360s, Hogan, strengths) and governance for coaches/vendors. Measure ROI of leadership investments and ensure global standards.
- Talent Management, Succession & Mobility Talent Management / Pipeline building strategy Lead enterprise Talent Heatmap and global talent reviews. Identify talent risks and build mitigation strategies with Segment HR. Drive succession planning excellence for critical roles. Lead global mobility, bubble assignments, internal marketplace, and career pathing architecture.
- Organizational Design & HR Process Modernization Establish standards for OD, job architecture, role families, and career paths. Lead spans & layers analysis and org efficiency initiatives. Modernize Performance Management, Talent Reviews, and Engagement processes using AI-enabled approaches. Ensure consistent job descriptions, org charts, and grading frameworks.
- Talent Data, Analytics & Governance Continue develop talent analytics framework and dashboards (heatmaps, pipeline, risk roles, skill gaps, mobility). Govern talent systems, processes, and data quality in partnership with HRIS. Integrate analytics into workforce planning, capability assessments, and enterprise decision‑making.
Benefits
- Global exposure, defined career path and annual performance review and feedback process
- Competitive Medical, Dental, Vision and 401K
- 26 days PTO & 8 paid holidays
- Catalent offers rewarding opportunities to further your career!
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What This Job Offers
Job Type
Full-time
Career Level
Director
Education Level
No Education Listed
