Director, Talent Management - Talent Planning & Intelligence

The Talent Management and Internal Mobility team as a part of the Learning and Talent Solutions COE, is responsible for the development of Talent Management philosophies, processes, and tools, and manages the work from concept stage through implementation and measurement. 

The Director, Talent Management - Talent Planning & Intelligence is responsible for Talent Intelligence, Skills Strategy and Infrastructure, Talent Planning, Succession Planning, Accelerated Development Planning and Future of Work. They will act as a central hub of talent practices and data - partnering closely across Learning & Development and Career Development, and Internal Talent Mobility. They’ll track the trending skill and development needs to inform leadership development (L&D) and reskilling programming (CD), and ensure we’re acutely familiar with our people through talent and succession planning to support movement of talent into the right roles at the right time (ITM). This role will also be responsible for staying abreast of forward-looking learning & talent trends that address the shifting demands of our enterprise in an accelerated business landscape.

Responsibilities

Talent Intelligence:

• Establish and leverage mechanisms for the collection, organization and reporting strategy for critical talent data, promoting greater intelligence about our people.
• In partnership with People Insights, Workforce Technology and Internal Mobility, develop tracking and reporting strategies to ensure data is digestible, regularly available and usable.
• Translate insights into actionable recommendations that will optimize talent acquisition, development, and retention strategies.
• Prepare comprehensive reports and presentations for executive leadership as needed on talent metrics, trends, and initiatives.
• Provide regular updates to leadership on the effectiveness of Talent Management strategies and make recommendations for continuous improvement.

Skills Strategy:

• Lead the development of a holistic skills strategy, including the development of a skills infrastructure and utilization of technology, that addresses current and future skill gaps.
• Identify and codify universal skills, and create infrastructure and support for identifying business/segment specific skills unique to Disney
• Support the discovery, implementation and management of skills components across technology systems
• Utilize data-driven insights to forecast talent trends and anticipate future skill requirements.
• Collaborate with the learning and career development teams to influence content for upskilling/reskilling programs that align with strategic skill priorities.
• Stay abreast of industry trends and emerging technologies to ensure our workforce remains competitive and adaptable, ensuring Disney is continually in touch with and preparing for the future of work

Talent Planning:

• Design and oversee continually evolution of Talent Planning strategy and practices, with an acute focus on deeply knowing our talent.
• Partner effectively with business-specific Talent Management partners, HRBPs, and leaders to find scalable and practical solutions in the flow of business.
• Bring together functional Talent Management partners (i.e., finance, HR, etc.) from across various lines of business to promote ongoing talent visibility for like-talent

Succession Planning:

• Oversee enterprise-wide succession planning processes to identify high-potential employees and cultivate a robust pipeline of future leaders, specifically focused on critical roles.
• In parentship with People Insights, business leaders and HRBPs, develop a predictive approach to identifying succession risk and providing curated support by line of business.
• Focus heavily on follow up and accountability on tailored development plans to prepare identified successors for future leadership positions; Identify opportunities to track and measure progress on development and closing readiness gaps.
• Partner closely with executive talent acquisition and internal talent mobility to proactively move talent into key roles, either as part of succession for that role or in preparation to succeed another role.

Key Skills & Experience

• 8+ years’ experience in Talent Management, Human Resources, or related field
• Years of experience
• Proven track record of success in Talent Management roles within large, complex organizations
• Experience in talent intelligence and skills management, and a deep understanding of the journey towards becoming a more skills-based organization
• Strong analytical skills with the ability to interpret data and translate insights into actionable strategies.
• Excellent communication and influencing skills, with the ability to build relationships at all levels of the organization.
• Strategic mindset with a forward-thinking approach to Talent Management

Required Education

• Bachelor’s degree in Human Resources, Business Administration, or related degree preferred.

The hiring range for this position in Burbank, CA is $197,700.00 to $241,500.00 per year. The base pay actually offered will take into account internal equity and also may vary depending on the candidate’s geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered.