Senior Director, Talent Management

About the Role

This enterprise leadership role is responsible for shaping and advancing a unified, inclusive talent strategy that supports business performance and long-term organizational strength. Rather than managing separate talent initiatives, the position is expected to design and run an integrated talent system that connects workforce planning, leadership capability, and talent infrastructure.

The role is focused on building strong talent pipelines, improving succession depth, creating transparent career pathways, and modernizing performance management so talent practices are aligned with business strategy. It requires broad enterprise thinking, a strong grasp of how to turn business priorities into scalable talent solutions, and the ability to influence a complex global organization.

Job Details

Outlet: Corporate, Broomfield

Work arrangement: Hybrid. Employees in Broomfield-based roles must live within 50 miles of the Broomfield office and work on-site Tuesday through Thursday, with flexibility to work remotely on Mondays and Fridays.

Schedule: Full-time, year-round.

Compensation: Budgeted pay starts at $155,950 and goes up to $199,493, plus annual bonus and equity. Pay may be adjusted based on experience and other relevant factors. Total compensation is expected to fall within the same range, plus annual bonus and equity.

Application window: Year-round roles are reviewed continuously. Applications may be accepted for up to 90 days after the posting date, or until the role is filled, whichever happens first.

Responsibilities

• Develop and continuously improve an enterprise-wide talent strategy that aligns with business goals, growth plans, and workforce requirements.
• Convert business strategy into an end-to-end talent framework that links performance, potential, development, succession, and mobility.
• Move the organization from isolated programs to a scalable talent ecosystem that produces measurable business results.
• Design and expand talent infrastructure with a strong focus on frontline and high-volume employee populations.
• Create and implement enterprise career architecture and progression paths that improve clarity, movement, and capability growth.
• Align career pathways to business demand in order to improve attraction, engagement, retention, and internal mobility.
• Make sure talent tools and processes are usable, scalable, and embedded in everyday leadership practice.
• Modernize performance management and talent assessment approaches so they better reflect business priorities and produce stronger outcomes.
• Build deeper and more robust leadership succession pipelines that are ready for future business needs.
• Increase accountability among leaders for performance, development, engagement, and talent pipeline strength.
• Introduce clear performance and potential indicators to support objective and consistent talent decisions.
• Integrate diversity and inclusion into every core talent process and system design element.
• Build talent practices that help reduce bias in assessment, development, and promotion decisions.
• Work across the organization to reinforce belonging through talent processes and leadership behaviors.
• Lead in a highly matrixed global environment, including close collaboration with international regions such as Europe and Australia.
• Strengthen talent management capability across HR through repeatable enablement and knowledge-sharing methods.
• Balance enterprise consistency in talent practices with local market needs and regulatory requirements.
• Ensure alignment across the HR operating model, including Talent and Total Rewards COE, Strategic HR Business Partners, and the Business Solutions Team.
• Partner with Strategic HR Business Leaders, Talent Acquisition, Learning & Organizational Development, and business leaders to align strategy with execution.
• Lead major change-management efforts to embed new talent practices and ways of working.
• Use talent analytics to shape strategy, track impact, and improve results over time.
• Influence senior leaders to adopt and model inclusive, high-impact talent practices.
• Think and operate at an enterprise level while balancing strategic direction with disciplined execution.
• Serve as a systems architect who connects talent processes into a single high-value ecosystem.
• Show strong change leadership and influence across a complex matrix organization.
• Build and guide a high-performing matrix team while increasing capability and accountability.
• Model company values and leadership expectations, including inclusive leadership and active talent development.

Requirements

• Bachelor’s degree in Human Resources, Business, Organizational Psychology, or a related discipline.
• At least 10 years of progressive experience in talent management, organizational development, or a related area.
• Prior leadership experience with enterprise-level scope and impact.
• Deep expertise in enterprise talent strategy, talent systems design, and organizational effectiveness.
• Proven ability to connect business strategy with talent outcomes and measurable impact.
• Experience embedding inclusive talent practices at scale.
• Demonstrated success leading global, matrixed initiatives across regions and functions.
• Advanced ability to use talent analytics for insight-driven decisions.
• Strong stakeholder management and executive-level influencing skills.

Perks and Benefits

• Free ski passes for employees.
• Discounted lift tickets for friends and family.
• Free ski lessons.
• Additional discounts on lodging, food, gear, and mountain shuttles.
• 401(k) retirement plan.
• Employee Assistance Program.
• Training and professional development opportunities.
• For full-time roles, health coverage options including medical, dental, and vision insurance.
• For eligible seasonal employees after 500 hours, medical, dental, and vision insurance options.
• Free ski passes for dependents.
• Critical illness and accident plans.

Additional Information

This employer follows all applicable federal, state, and local laws, including rules related to child and minor labor. Minors hired into this position will not be assigned or allowed to perform duties restricted to adult workers.

The company is an equal opportunity employer and considers all qualified applicants without discrimination based on race, color, religion, sex, national origin, sexual orientation, gender identity, disability, protected veteran status, or any other status protected by law.

When completing the application or submitting documents, applicants may remove information showing age, date of birth, or school attendance/graduation dates.

The in-office versus off-site work arrangement may change at any time at the company’s discretion.

Requisition ID: 515180. Reference date: 06/11/2026. Job code function: Talent Development.

Who Should Apply

Experienced HR and talent leaders with enterprise-scale responsibility, strong change leadership skills, and a background in designing integrated talent systems for complex, global organizations.