Job Summary
The Director, Talent Planning and Leadership Development drives the execution of the organization’s core talent systems including performance management, individual development planning, succession planning, leadership development, and enterprise talent reporting. The role ensures these processes are delivered with clarity, consistency, and discipline while equipping senior leaders with meaningful insights through strong analysis and high-quality communication. The position requires sound judgment, strong partnership across functions, and the ability to turn insights into outcomes.
Responsibilities
- Lead enterprise performance management cycles, ensuring clear expectations, quality feedback, and consistent execution across all business units.
- Oversee the creation, accuracy, and effectiveness of Individual Development Plans to support growth and long-term capability-building.
- Deliver a disciplined succession planning process that identifies high-potential talent, accelerates readiness, and mitigates leadership risk in critical roles.
- Design and execute scalable leadership development programs that build capability at all levels and strengthen the pipeline for future leadership roles.
- Partner with senior leaders and HRBPs to calibrate talent, assess leadership capability, and implement targeted development strategies that support enterprise priorities.
- Analyze talent data in partnership with analytics teams to identify trends across performance, development planning, succession, and leadership programs.
- Present clear and concise KPI updates, insights, and talent outcomes to senior leadership, reinforcing accountability and enabling informed decision-making.
- Serve as a trusted advisor to senior leaders, offering structured insight and practical guidance on leadership readiness, team health, and development priorities.
- Manage vendor partnerships, budgets, and program logistics to ensure consistent, high-quality delivery of talent and leadership initiatives.
- Stay current on emerging practices in talent planning, leadership development, and talent analytics to ensure solutions remain modern, relevant, and effective.
Qualifications
- Bachelor’s degree in Business, Human Resources, Organizational Development, or related field (Master’s degree strongly preferred).
- 7+ years of progressive experience in performance management, leadership development, talent planning, and succession planning in large, complex organizations.
- Strong ability to interpret talent data and translate insights into clear, actionable recommendations.
- Highly effective communicator with strong influence skills and the ability to partner across diverse stakeholder groups.
- Proven experience delivering enterprise talent processes with consistency and a high standard of execution.
- Demonstrates balanced judgment, strong follow-through, and discipline while navigating competing priorities.
- Commitment to continuous learning and elevating leadership capability across the organization.
Preferred Qualifications
- Experience presenting talent insights and KPIs to senior or executive leaders in a clear and actionable manner.
- Prior involvement in enhancing or modernizing enterprise performance management, leadership development, and succession planning processes.
- Proven success delivering large-scale, company-wide talent or leadership initiatives with consistency and high-quality execution.
- Strong capability managing, validating, and organizing talent data to ensure accuracy and reliability of reports and leadership presentations.
Physical Demands / Working Environment
- Work performed in a typical office environment.
- Ability to travel as needed, up to 15%.
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GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.