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Pivotal Ventures · 1 day ago

Senior Director, Talent Management & Development

Seattle, WA

Full-time

Onsite

Director/Executive

$282K/yr - $294K/yr

12+ years exp

Pivotal is a company founded in 2015 by Melinda French Gates that focuses on expanding opportunity and equality through high-impact investments and advocacy. The Senior Director, Talent Management & Development will lead the strategy and execution of people programs, ensuring alignment with organizational goals and enhancing employee experience across all entities.

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Responsibilities

Analyze organizational L&D needs and collaborate with team members to align learning initiatives with strategic objectives

Develop the roadmap for learning and development, connecting with other teams and departments to ensure learning sessions are timely and balanced

Develop, deliver and measure the effectiveness of learning content, curating learning paths based on roles and skill needs (as applicable), applying principles of adult learning to enable training effectiveness

Lead the development, delivery, and facilitation of a comprehensive leadership development program aligning with career pathways and performance goals

Lead the development and delivery of the coaching program in collaboration with external partners, aligning offerings with organizational goals and leadership needs

Operationalize the Pivotal Competency Model (PCM) as a foundational L&D tool, embedding it into learning programs and development planning, and translating it into capability-building resources, growth-based development guides, and manager enablement tools aligned to career progression

Maintain in-depth knowledge of people development best practices, learning science, and talent strategy trends to ensure people programs remain evidence-based, impactful, and aligned with Pivotal’s values and organizational needs

Partner with the Senior Vice President, Chief People & Culture Officer in the creation, development, and delivery of a scalable long-term Talent Management strategy and operating model

Serve as primary owner for the strategy design of the following cross-entity P&C initiatives (“P&C programs”): strategic workforce planning, the performance development program (PDP), the Pivotal Competency Model (PCM), learning & development (L&D) programs, talent reviews, and succession planning

Provide oversight and thought partnership for talent acquisition, onboarding/offboarding, and organizational health pulse initiatives, which are owned and implemented by a direct report(s); this includes supporting strategic alignment, capacity planning, and the integration of these efforts into broader people systems

Co-lead annual organizational health survey, deriving insights and creating action plans based on results to support organizational health

Partners with the Senior Vice President, Chief People & Culture Officer on leadership integration strategy, facilitating knowledge transfer and team alignment, coaching and transition planning

Advise Senior Vice President, Chief People & Culture Officer and the Executive Leadership Team (ELT) on workforce planning, engagement trends, and organizational health across all entities

Lead the design, delivery, and facilitation of talent reviews and succession planning across entities, including talent diagnostic and plan to bridge gaps

Collaborate with the Senior Director, People & Culture and entity-aligned generalists to ensure people programs, career pathways and leadership integration are implemented consistently across entities while respecting governance requirements

Partner with P&C colleagues to develop and leverage tools, processes, analytics, and dashboards to analyze/report on and support P&C programs

Supervise, train, and mentor direct report(s), providing direction through clear expectations and regularly conducting check-ins and providing performance feedback while supporting individual development

Manage the cross-entity P&C programs budget, ensuring strategic allocation of resources

Support cross-entity team members through ongoing consultation, capacity-building, and knowledge-sharing to strengthen delivery of core people functions

Interview, hire and onboard new team members

Perform other job-related duties as assigned

Qualification

Talent Management StrategyLearning & DevelopmentLeadership DevelopmentProject ManagementVendor ManagementWorkdayMicrosoft 365CoachingChange ManagementOrganizational DevelopmentEquityInclusionCross-Functional LeadershipCommunication Skills

Required

Minimum of 12 years of progressive HR or people program experience or an equivalent combination of advanced training and experience

Minimum of 8 years of experience leading others, with demonstrated commitment to staff development and experience fostering equity and belonging within a team

Minimum 3-5 years in a leadership or cross-functional role with people or programmatic oversight

Proven ability to lead cross-functional and cross-entity initiatives with multiple stakeholders

Experience advising senior leadership and managing change initiatives

Proven record of designing and implementing innovative HR programs, policies, and processes

Experience with vendor management

Experience managing complex projects independently with demonstrated ability to be organized and show attention to detail, meet aggressive timelines, and keep everyone informed of project status in a proactive way

Experience with Workday or other HR technology systems

Proficiency using Microsoft 365 (Outlook, Word, Excel, PowerPoint, OneNote, and SharePoint)

Fluency in use of systems necessary to role (e.g., Salesforce, Workday)