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OpenGov Inc. · 2 days ago

Talent Management Director

Illinois, United States

Full-time

Onsite

Director/Executive

$210K/yr - $220K/yr

10+ years exp

OpenGov Inc. is the leader in AI and ERP solutions for local and state governments in the U.S. The Talent Management Director is responsible for designing and improving enterprise talent programs to attract, develop, and retain top talent, ensuring alignment with organizational priorities.

Data VisualizationEnterprise SoftwareGovTechSaaSSoftware

Responsibilities

Fully own planning, design, implementation, and continuous improvement of enterprise-wide talent programs (performance management, career development, succession planning, leadership programs, engagement mechanisms, etc.)

Own the operational rhythm of all talent programs, including planning, launch, reminders, tracking, and escalation

Create and manage operational frameworks that enable consistent, scalable program delivery across HR

Develop and manage program timelines, work-back schedules, stakeholder engagement plans, rollout calendars, risk mitigation, and change-management efforts

Conduct pre-planning and alignment sessions with HR COEs, HRBPs, and People Operations to ensure clear roles, responsibilities, and delivery milestones

Partner closely with HR Tech to ensure all systems, workflows, forms, templates, timelines, and program logic are properly configured and tested before launch

Lead or support UAT (User Acceptance Testing) for all talent system configurations; validate accuracy, troubleshoot issues, and ensure readiness for company-wide rollout

Own issue resolution during program cycles, including troubleshooting, escalation management, and real-time decision-making to ensure successful execution

Gather feedback from leaders, employees, HR teams, and post-mortem evaluations to refine processes and improve future cycles

Create, maintain, and govern all program documentation — including FAQs, toolkits, guides, facilitator materials, communication plans, templates, and process maps — ensuring accuracy, clarity, and consistency

Establish and maintain standard operating procedures (SOPs) for all talent programs to support consistent execution across cycles and HR teams

Know when and how to bring in key stakeholders—including HRBPs, People Operations, Compensation, and senior business leaders—to ensure alignment, adoption, and successful execution

Partner with HRBPs on program delivery, calibrations, leader engagement, and ongoing coaching for their business units

Provide clear, timely updates to HR leadership and cross-functional partners on progress, risks, and outcomes

Build all communications related to talent programs across the company, including Slack announcements, email campaigns, intranet updates, and manager toolkits

Tailor messaging and materials for different audiences (employees, managers, senior leaders, etc.)

Drive completion rates for required programs by providing reminders, clarity, tools, and partnership with HRBPs and departmental leaders

Own change-management strategy for major program shifts, ensuring clarity, simplicity, and high adoption

Oversee the performance management strategy and annual/performance cycles end-to-end

Build training for managers and employees on effective goal setting, feedback practices, calibration readiness, and performance expectations

Supporting HRBPs and leaders to run effective calibrations through comprehensive materials, actionable analytics, facilitation support, and decision-making tools

Design and deliver development programs aligned to organizational needs, including leadership development, management capability building, and career pathways

Partner with HR COEs to integrate learning content into talent processes and ensure alignment with broader development strategies

Evaluate program effectiveness through surveys, data, participation metrics, and feedback loops

Develop and deliver live training sessions for employees, managers, HRBPs, and leaders to support program understanding and adoption

Build asynchronous enablement resources — including videos, walkthroughs, and step-by-step guides — to ensure scalable program education and readiness

Own the company-wide employee engagement program, including enterprise-level readouts and voice-of-employee insights

Lead the development and management of platforms and processes used to collect and interpret employee feedback

Synthesize survey and feedback data into meaningful narratives that inform organizational priorities

Manage the action-planning framework and partner with HRBPs and leaders to drive meaningful follow-through

Create tools, resources, and course materials that enable leaders to understand engagement results and execute effective action plans

Track progress, measure impact, and ensure accountability for improvements across business units

Own program dashboards, KPIs, operational reporting, and health metrics to track program performance and adoption

Monitor real-time participation and progress during program cycles and drive corrective actions where needed

Pull and analyze program metrics, including participation, completion rates, performance distribution, engagement insights, succession pipelines, and capability trends

Provide reporting, dashboards, and insights to HRBPs and leaders, enabling data-driven decision-making within business units

Use data to identify gaps, measure program effectiveness, and recommend enhancements

Qualification

Talent managementOrganizational developmentPerformance managementLeadership developmentSuccession planningData analysisHRIS systemsChange managementProject managementCommunication skillsCollaboration skillsProblem-solving skills