Senior Director, Global Talent & Organizational Effectiveness

Role Overview

The Senior Director, Global Talent & Organizational Effectiveness is a strategic HR leader responsible for shaping and advancing enterprise talent and organizational effectiveness strategies that strengthen organizational capability, leadership effectiveness, workforce readiness, employee experience, and business performance. This role develops integrated talent and organizational frameworks that help the organization evolve, scale, and deliver on its strategic priorities in a complex, global environment.

As the enterprise leader for Talent & Organizational Effectiveness, this role oversees end-to-end talent architecture, including organizational design methodologies, job and skills architecture, strategic workforce planning, performance enablement, leadership development, talent review, and succession planning. The role establishes enterprise-wide methodologies, governance, tools, diagnostics, and talent systems that drive consistency, scalability, and alignment across the organization.

Partnering closely with executive leadership, HR Business Partners (HRBPs), and cross-functional stakeholders, this role aligns organizational structure, leadership capability, workforce strategy, and talent investments with business priorities. HRBPs serve as primary advisors responsible for applying these frameworks within their business areas, while this function provides the strategy, architecture, governance, tools, and organizational effectiveness expertise that enable execution. The role balances enterprise consistency with business flexibility to support scalable, adaptive talent practices and a strong employee experience across the organization.

Operating at both strategic and enterprise levels, the Senior Director serves as a trusted advisor on organizational effectiveness, transformation, workforce modernization, and leadership capability. The role advances modern, data-informed talent systems and organizational practices that improve agility, strengthen leadership pipelines, enhance organizational health, and support long-term mission and business success, while serving as a key steward of the employee experience.

Strategic Accountabilities

Global Organizational Design & Transformation

• Lead enterprise organizational design by developing scalable methodologies, standards, tools, and governance that enable consistent, business-aligned design practices across the organization.
• Equip HRBPs and leaders with frameworks, diagnostics, and resources to clarify accountabilities, governance, decision rights, spans and layers, and operating model effectiveness.
• Advise executive leaders on organizational effectiveness, workforce transformation, and enterprise change initiatives, designing structures that balance mission impact, innovation, and operational efficiency.

Organizational Effectiveness (OE) & Organizational Development (OD)

• Establish enterprise OE/OD frameworks, diagnostics, and health metrics that enable scalable, data-informed assessment of organizational effectiveness, capability, and talent health.
• Design and embed repeatable OE/OD strategies, toolkits, and employee experience frameworks that strengthen leadership alignment, culture, collaboration, manager effectiveness, and workforce agility.
• Integrate OE/OD practices into enterprise transformation efforts through strong governance, consistent talent processes, meaningful metrics, dashboards, and continuous improvement informed by internal data and external benchmarks.

Global Talent & Leadership Development

• Lead a forward-looking enterprise learning and leadership development strategy aligned to future skills, business priorities, and long-term organizational capability.
• Build leadership and manager capability across all levels through modern, skills-based, and experiential development approaches that strengthen organizational effectiveness and employee experience.
• Develop differentiated succession and talent pipeline strategies for executives, critical roles, and high-potential talent to support continuity, resilience, and strategic growth.

Performance Enablement & Talent Systems

• Lead the design and continuous improvement of the organization's performance enablement framework to ensure clarity, strategic alignment, accountability, and a growth-oriented employee experience.
• Establish enterprise governance, standards, and methodology for performance enablement and talent review processes.
• Design integrated talent systems that connect goals, feedback, development, and business outcomes, and enable adoption through tools, leader support, and partnership with HRBPs.

Succession Planning & Leadership Pipeline

• Own and evolve the enterprise succession planning framework for executive, senior leader, and critical roles.
• Design talent review processes that integrate performance, potential, readiness, and development planning, and enable execution and calibration in partnership with HRBPs and business leaders.
• Align succession planning with leadership development, performance outcomes, and strategic talent investments to strengthen pipeline health and continuity.

Strategic Workforce Planning & Skills Strategy

• Develop enterprise workforce planning methodologies, scenario-planning tools, and capability assessment frameworks that connect business priorities to talent supply, skills evolution, and talent architecture.
• Assess future-of-work trends, AI-enabled work models, and emerging capability needs to shape workforce and skills strategies, including skills mapping, segmentation, and forecasting.
• Partner with HRBPs, Finance, and business leaders to deliver workforce analytics and insights that inform organizational design, capability investment, and build/buy/borrow/bot decisions, and embed planning into annual business cycles.

Leadership Responsibilities

• Lead the Talent & Organizational Effectiveness center of excellence, ensuring scalable enterprise frameworks, governance, and integrated talent solutions.
• Serve as a core member of the HR Leadership Team, shaping enterprise people strategy.
• Act as a trusted thought partner to the HR Leadership Team and Executive Leadership Team.
• Lead and develop a high-performing, multidisciplinary team of talent management and organizational effectiveness professionals.
• Partner closely with COEs (Talent Acquisition, Total Rewards, People Systems and Operations), HR Business Partners, and senior leaders to deliver integrated solutions.
• Champion innovation, systems thinking, and cross-functional collaboration across HR and the business.

Qualifications

• 12-15+ years of senior HR leadership experience with deep expertise in talent management, organizational effectiveness, or closely related areas.
• Demonstrated success leading enterprise-level initiatives in areas such as job architecture and skills frameworks, strategic workforce planning, succession planning, leadership pipeline development, and performance enablement.
• Proven ability to lead large-scale organizational change or workforce transformation within complex, matrixed organizations operating in a center-of-excellence and HRBP model.
• Strong executive presence and influence, with the ability to integrate workforce strategy, leadership development, and performance systems into scalable business solutions.
• Analytical, strategic mindset with the ability to translate complex business challenges into practical, enterprise-wide people strategies.

Skills & Capabilities

• Deep expertise in modern talent management and organizational effectiveness, with the ability to connect strategy, structure, talent, and business outcomes.
• Strong data literacy and systems thinking, with the ability to translate analytics into clear insights and executive-level recommendations.
• Exceptional stakeholder management, influence, and change leadership skills, with the ability to drive alignment across complex environments without direct authority.
• Ability to balance strategic vision with practical execution and lead enterprise initiatives from concept through implementation.

This role can be based in our Washington, DC or Columbus, OH office. A reasonable rate of compensation for this position is $200,000-$250,000 per year. ACS employees work a hybrid schedule, consisting of working onsite two days per work week, as decided by functional area. The balance of the week is open to working remotely, though employees are always welcome onsite each day if they choose.

ACS currently provides the following benefits for this position: paid vacation leave, paid sick leave, paid holidays, health insurance, flexible spending account or health care savings account, dental insurance, life insurance, vision insurance, retirement benefits, short- and long-term disability, and 4-week work from anywhere; each benefit is subject to the terms of the applicable program. Additional benefits may apply based on skills, experience, and location.

Any actual offer of employment, reflecting the total compensation package and benefits, will be made in the sole discretion of ACS. ACS reserves the right to amend or modify its employment benefits and compensation structure at any time.