talent development director

McDonald's Global Office in India

<div>
 <p>
  <strong>
   About McDonald&rsquo;s:
  </strong>
 </p>
 <p>
  One of the world&rsquo;s largest employers with locations in more than 100 countries, McDonald&rsquo;s Corporation has corporate opportunities in Hyderabad. Our global offices serve as dynamic innovation and operations hubs, designed to expand McDonald's global talent base and in-house expertise. Our new office in Hyderabad will bring together knowledge across business, technology, analytics, and AI, accelerating our ability to deliver impactful solutions for the business and our customers across the globe.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Additional Information:
  </strong>
 </p>
 <p>
  McDonald&rsquo;s is committed to providing qualified individuals with disabilities with reasonable accommodations to perform the essential functions of their jobs. McDonald&rsquo;s provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to sex, sex stereotyping, pregnancy (including pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding), race, color, religion, ancestry or national origin, age, disability status, medical condition, marital status, sexual orientation, gender, gender identity, gender expression, transgender status, protected military or veteran status, citizenship status, genetic information, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
 </p>
 <p>
  <br/>
 </p>
 <p>
  McDonald&rsquo;s Capability Center India Private Limited (&ldquo;McDonald&rsquo;s in India&rdquo;) is a proud equal opportunity employer and is committed to hiring a diverse workforce and sustaining an inclusive culture. At McDonald&rsquo;s in India, employment decisions are based on merit, job requirements, and business needs, and all qualified candidates are considered for employment. McDonald&rsquo;s in India does not discriminate based on race, religion, colour, age, gender, marital status, nationality, ethnic origin, sexual orientation, political affiliation, veteran status, disability status, medical history, parental status, genetic information, or any other basis protected under state or local laws.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Director Talent Delivery
  </strong>
 </p>
 <p>
  <strong>
   Position Summary:
  </strong>
 </p>
 <p>
  You will be responsible for building and leading the McDonald&rsquo;s Office team in India which partners with our People Solutions team for Talent Management and Talent Acquisition worldwide. The Talent Management remit includes Talent Review, Succession Planning, Performance Management, Competencies, Coaching &amp; Development based on the SAP SuccessFactors system. The Talent Attraction remit includes pre-boarding, onboarding, interviewing, Application Tracking System support, EVP and Employer Branding based on a systems platform including products from Paradox amongst other suppliers.
 </p>
 <p>
  The team reporting to this position will support deployment and implementation of materials, vendor management, provision of support and insight to end users, training of end users and a wide variety of mission critical tasks supporting delivery. Putting in place a new way of working for McDonald&rsquo;s and partnering closely with stakeholders in the US office this leadership position will ensure the McDonald&rsquo;s team in India becomes a highly valued partner, accelerating our capability in both Talent Management and Talent Acquisition.
 </p>
 <p>
  The candidate is expected to reside within India
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Leadership competencies:
  </strong>
 </p>
 <ul>
  <li>
   Experience in Large Global Organizations: Proven track record of working in large, complex global organizations with a matrixed reporting structure.
  </li>
  <li>
   End-to-End Critical Thinking: Demonstrated ability to think critically and strategically, navigating Global Business Services or Global Capability Center operating models.
  </li>
  <li>
   Solutions Delivery and Service Excellence: Ability to manage a team and deliver results for a defined catalog of services.
  </li>
  <li>
   Data Savvy: Leverages data aptitude to lead with data and curate insights that demonstrate performance and inform decisions.
  </li>
  <li>
   Process Understanding: Comprehensive understanding of end-to-end processes within their specialized function, serving as a Global Process Lead.
  </li>
  <li>
   Technology and Change Management Interface: Ability to interface effectively with technology teams and change management teams to enable continuous improvement aligned with global governance and change control routines.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Who we&rsquo;re looking for:
  </strong>
 </p>
 <p>
  <strong>
   Responsibilities:
  </strong>
 </p>
 <p>
  This role is accountable for:
 </p>
 <p>
  <strong>
   Team Leadership:
  </strong>
 </p>
 <ul>
  <li>
   The Director will be responsible for recruiting and onboarding a team of 14 individuals in the McDonald&rsquo;s International Office to become integrated partners with the US based Talent team
  </li>
  <li>
   Define and implement effective ways of working, Service Level Agreements and structures to effectively deliver the Talent agenda working across the US and India offices based on partnership with the US based team
  </li>
  <li>
   Implement an effective approach to defining accountabilities, goal setting and regularly reviewing performance which ensures goal delivery, recognition of high performance and prompt course correction where not meeting deliverables
  </li>
  <li>
   Motivate and encourage the team to achieve high engagement, low turnover and a high caliber workforce which is agile enough to learn and adapt to updated expectations
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Talent Attraction and Talent Management Delivery Excellence:
  </strong>
 </p>
 <ul>
  <li>
   Act as the lead expert for Talent Management and Attraction for the McDonald&rsquo;s Office in India, ensuring that best in class thinking is employed in partnering with the US to solve issues in Talent and provide effective solutions
  </li>
  <li>
   Serve as the Global Process lead for Talent Attraction and Talent Management identifying optimization opportunities in process, technology, and vendor management
  </li>
  <li>
   Continually improve the Talent Management offer
  </li>
  <li>
   Supervise talent management program support resources to provide flexible, expert capacity to the Center of Expertise and drive the creation of new talent programs
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Technical and Process Facilitation:
  </strong>
 </p>
 <ul>
  <li>
   Manage and optimize the organization&rsquo;s talent acquisition tools and technologies, such as Applicant Tracking Systems (ATS), recruiting software, and other HR technologies to enhance recruitment efficiency and effectiveness
  </li>
  <li>
   SAP Success Factor &ndash; Just moved to this, followed by WorkDay , Oracle
  </li>
  <li>
   Manage and optimize elements of the Talent Management tools and technologies as required
  </li>
  <li>
   Collaborate with IT and HR teams to implement and optimize recruitment tools and technologies
  </li>
  <li>
   Work closely with talent acquisition teams to streamline and enhance the recruitment process, ensuring the use of best practices and reducing time-to-hire
  </li>
  <li>
   Develop the team to be global Subject Matter Expertson Talent Attraction &amp; Talent Management technology &amp; processes
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Employee Development and Strategic Initiatives:
  </strong>
 </p>
 <ul>
  <li>
   Partner with Talent Centers of Expertise and internal stakeholders to support development of programs to enhance employee performance, motivation, succession planning, and professional growth
  </li>
  <li>
   Lead the implementation and execution of global talent management programs including leadership development, high-potential employee programs, performance management, and succession planning
  </li>
  <li>
   Develop metrics and tools to measure the impact of employee development initiatives
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Qualifications
  </strong>
 </p>
 <p>
  <strong>
   Basic Qualifications:
  </strong>
 </p>
 <ul>
  <li>
   Degree in Human Resources, Business Administration, or a related field; advanced degree preferred
  </li>
  <li>
   Experience in talent acquisition and talent management, with a leadership role overseeing global recruitment initiatives
  </li>
  <li>
   Strong analytical and problem-solving skills, with the ability to assess performance data and make strategic recommendations
  </li>
  <li>
   Excellent communication and presentation skills
  </li>
  <li>
   Knowledge of global talent markets, recruitment technologies, and industry best practices (Matrixed large global organization) - Priority: Deloitte, Accenture
  </li>
  <li>
   Proven track record of managing and mentoring global teams across multiple regions (Matrixed large global organization)
  </li>
  <li>
   Expert in driving cross-functional initiatives, ensuring organizational objectives are met seamlessly
  </li>
  <li>
   Demonstrated ability to operate as a people manager, leading diverse, complex teams, fostering a culture of innovation and collaboration across global markets
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Preferred Qualifications:
  </strong>
 </p>
 <ul>
  <li>
   Excellent analytical, problem-solving, and data analysis skills.
  </li>
  <li>
   Knowledge of HR compliance and data privacy regulations.
  </li>
  <li>
   Significant human resources experience
  </li>
  <li>
   Knowledge of Talent Acquisition and Talent Management
  </li>
  <li>
   Strong business acumen
  </li>
  <li>
   Exceptional communication (verbal and written) and interpersonal skills
  </li>
  <li>
   Strong ability to influence others; able to build a strong business case for people
  </li>
  <li>
   Significant management experience building and leading a team
  </li>
  <li>
   Experienced in collaborating with cross-functional partners in a matrixed environment
  </li>
  <li>
   Continuous improvement and growth mindset
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Work location:
  </strong>
  Hyderabad, India
 </p>
 <p>
  <strong>
   Work pattern:
  </strong>
  Full time role.
 </p>
 <p>
  <strong>
   Work mode:
  </strong>
  Hybrid.
 </p>
</div>


Director, Talent Delivery [T500-21756]

Rosewood Hotel Group

<div><div><div><div><h3 class="jobSectionHeader"><b>General Information</b></h3></div><p><br>
</p></div><div><div><div><div>Country/Region
</div><div>Saudi Arabia
</div></div><div><div>Province/City
</div><div>Amaala
</div></div><div><div>Hiring Entity
</div><div>Rosewood Amaala
</div></div><div><div>Department
</div><div>Talent and Culture
</div></div><div><div>Job Type
</div><div>Full-time Permanent
</div></div></div></div></div><div><div><div><h3 class="jobSectionHeader"><b>Job Description</b></h3></div><p><br>
</p></div><div><div><div><div><p><b>Overview / Basic Function</b></p><p>
The Director of Talent Development at <b>Rosewood AMAALA</b> is responsible for designing, leading, and executing a comprehensive learning, leadership, and talent development strategy that supports the pre-opening, opening, and ongoing operations of this ultra-luxury destination resort.</p><p>
This role ensures that all associates are equipped with the capabilities, mindset, and behaviors required to deliver <b>Rosewood&rsquo;s A Sense of Place&reg; philosophy</b>, foster meaningful guest connections, and build a sustainable leadership pipeline aligned with AMAALA&rsquo;s vision and values.</p><p></p><p><b><br>
Key Responsibilities</b></p><div><ul><li>
Design and implement an end-to-end Talent Development strategy aligned with Rosewood brand standards, AMAALA&rsquo;s destination vision, and business priorities.</li><li>
Lead all learning and development initiatives during pre-opening and opening phases, ensuring operational readiness across departments.</li><li>
Establish learning frameworks covering onboarding, service culture, leadership, technical skills, and behavioral excellence.</li><li>
Translate Rosewood&rsquo;s culture, brand values, and service philosophy into impactful learning experiences.</li><li>
Ensure all learning initiatives reinforce emotional luxury, personalization, and elevated guest experiences unique to AMAALA.</li><li>
Partner with Operations to embed service rituals, storytelling, and brand behaviors into daily practices.</li><li>
Lead the design and execution of Rosewood onboarding and Perfect Discovery experiences for all associates.</li><li>
Ensure new associates feel connected, inspired, and brand-aligned from day one.</li><li>
Design leadership development pathways for Supervisors, Managers, Directors, and Executive leaders.</li><li>
Drive succession planning and talent reviews in partnership with the Executive Committee.</li><li>
Identify and develop high-potential local and expatriate talent, supporting long-term sustainability and Saudization objectives.</li><li>
Oversee the design and delivery of classroom, experiential, digital, and on-the-job learning programs.</li><li>
Ensure compliance, safety, and mandatory training requirements are met on time and to standard.</li><li>
Collaborate with Department Heads to identify capability gaps and implement targeted interventions.</li><li>
Promote a culture of continuous learning, curiosity, and personal growth.</li><li>
Support engagement, recognition, and associate experience initiatives through development and learning touchpoints.</li></ul></div><p></p><p><b><br>
Qualifications &amp; Experience</b></p><p></p><div><br>
<ul><li>
Minimum <b>8&ndash;10 years</b> of progressive experience in Talent Development, Learning &amp; Development, or Organizational Development, preferably within luxury or ultra-luxury hospitality or lifestyle brands.</li><li>
At least <b>3&ndash;5 years</b> in a senior leadership role, ideally within a pre-opening or resort environment.</li><li>
Bachelor&rsquo;s degree in Human Resources, Learning &amp; Development, Organizational Psychology, Business Administration, or related field.</li><li>
Expertise in leadership development, adult learning principles, and instructional design</li><li>
Experience with learning management systems (LMS) and digital learning platforms</li></ul></div><br>
<p></p>
</div></div></div></div></div><div><div><div><h3 class="jobSectionHeader"><b>About Us</b></h3></div><p><br>
</p></div><div><div><div><div><div>Surrounded by the world&rsquo;s fourth-largest barrier reef system and the scenic Hijazi mountains, Rosewood Amaala will bring an ultra-luxury regenerative escape to The Red Sea region of Saudi Arabia.</div><div></div><div><br>
The resort will be part of the Red Sea Global&rsquo;s Amaala destination, an integrated wellness haven spanning 4,155km2 and set in the Prince Mohammad bin Salman Nature Reserve.</div><div></div><div><br>
Rosewood Amaala will explore what it truly means to be regenerative, with unique experiences that weave together wellness and sustainability. The resort will focus on the well-being of its guests, the community and the native flora and fauna &ndash; all while recognizing the integral connection between the three.</div></div></div></div></div></div></div><div></div>

Director of Talent Development

Jill acquisition LLC

<div>About Us:
<div>
About Us:</div><div>
At J.Jill, we believe our associates should be seen, valued, and celebrated. We support the advancement of our associates by harnessing their unique contributions to grow and improve, and our success is guided by a culture that values keeping it simple and making it matter. J.Jill is an equal opportunity employer and is committed to providing an inclusive and professional workplace free from discrimination and harassment. All employment decisions at J.Jill are based solely upon business needs, job requirements and individual qualifications without regard to race, color, religion, sex, pregnancy and pregnancy related conditions, gender identity, gender expression, national origin, sexual orientation, sexual and reproductive health decisions, age, marital status, disability, genetic information, military or veteran status or any other legally protected status. J.Jill provides reasonable accommodation to qualified individuals, in accordance with applicable laws. If you need to inquire about an accommodation to assist with completing the application process, please email Talent.Acquisition@jjill.com.</div><br>
<div></div>
Overview:
<div>
The Director, Organization Effectiveness, Talent Development &amp; DEI&rsquo;s overarching purpose is to ensure that the J.Jill vision, mission, and values that drive our decisions and our success remain the hallmarks of our vibrant and unique culture. In this effort, the Director, Organization Effectiveness, Talent Development &amp; DEI will design and execute enterprise-wide initiatives that drive employee attraction, engagement, continuous learning and development, and retention while aligning leaders and associates to the organization&rsquo;s short and long-term business objectives and celebrate the diversity of our organization. This role will lead enterprise organizational development and effectiveness, talent and leadership development/coaching, learning, performance management, change management and DE&amp;I. In addition, this role will have responsibility for overseeing our employee communications efforts in partnership with CHRO. The successful leader will build the quality and depth of our talent by identifying top performers at all levels and creating metric-based individual career growth plans to cultivate future leaders.</div>
Responsibilities:
<ul><li>Builds and executes Talent and Organizational Development Roadmap: Partners with senior leadership on setting near and long-term talent and organizational development strategy and goals.</li><li>
Develops ongoing process for evaluating and regularly reviewing our organization&rsquo;s structure. Partners with HR Business partners in ensuring architecture aligns with growth and business evolution.</li><li>
Serves as Strategic Partner to leaders in partnership with HRBP on topics such as engagement, performance management, development, and organizational design to ensure the highest quality outcomes.</li><li>
Builds a Culture of Learning and Continuous Feedback: Ensure that developmentally focused conversations are the oxygen flowing throughout the entire organization.</li><li>
Delivers programs, tools and experiences that engage and inspire our team at all levels and that drive a culture of learning and accountability.</li><li>
Strategically aligns talent management and learning and development programs with the organization&rsquo;s objectives and employees&rsquo; personal goals and growth.</li><li>
Oversees the design, implementation and measurement of highly effective, results-driven learning and development strategies that enhance organizational performance.</li><li>
Partners closely with HR leadership to ensure initiatives are well organized around central strategies and goals.</li><li>
Protects and strengthens the Cultural DNA: Ensures that decisions, programs, and processes are embedded with the company&rsquo;s vision and mission and consistent with our commitment to diversity and inclusion.</li><li>
Leads immersive and experiential change leadership and cultural transition programs for the organization in support of building a growth mindset.</li><li>
Drives Organizational Excellence: Develop, lead, and manage an executive coaching program that will ensure that the company&rsquo;s leaders are learning and applying the latest business methodologies and best practices necessary to lead in a quickly evolving environment.</li><li>
Provides executives with leadership assessments and consultative feedback on ways in which they can develop new knowledge, skills, and abilities.</li><li>
Guides Succession Planning Efforts: Implement talent processes to effectively manage succession planning and long-term projections of leader vacancy needs. Engage the most senior stakeholders in the organization to help define the emerging/high potential talent and their corresponding learning needs.</li><li>
Drives All Activities Associated with the Performance Management Cycle (i.e., goal setting, mid-year reviews, and development planning, year-end reviews). Develop a variety of training materials, tools and resources to support the transformation of our performance management cycle including the evaluation of the company&rsquo;s technology platform and work in concert with our Business Partner team on the implementation of these initiatives.</li><li>
Supports and activates diversity, equity and inclusion efforts in partnership with Employee Resource Groups and DEI Council.</li><li>
Ensures we create consistent, value-added employee communications programs and partner with our Marketing team on initiatives that cross from corporate/internal communications and consumer communications.</li><li>
Drive all activities associated with engagement, including design and execution of organization-wide engagement surveys and action planning.
</li><li>Oversees recognition program for corporate associates.</li><li>
Comply with all company policies, procedures, and SOPs.</li><li>
Perform other duties as directed by Supervisor.</li></ul><p>
Benefits, Tailored for You.</p><ul><li>
Bonus eligible and flexible hybrid work arrangements.</li><li>
401(k) retirement plan with discretionary match and tuition reimbursement.</li><li>
Medical, dental, vision, company paid LTD/STD, and generous amount of paid time off.</li><li>
Office includes amenities such as a caf&eacute;, fitness center, free parking and Red Line shuttle.</li><li>
Generous associate discount; group discounts on auto, pet and homeowner insurance.</li><li>
Discount Marketplace for travel, consumer products, food, auto buying, etc.</li><li>
Associate resource groups.</li></ul>
Qualifications:
<ul><li>Experienced Pioneer: Ideal candidate has high energy and embraces innovation, creativity, and adventure.</li><li>
Respected Leader in the Field but not satisfied with stagnation. Strong command of the best practices in succession planning, performance management, organizational development, executive coaching, program development, culture building, change management and DEI.</li><li>
Powerful success stories of developing executives to their full potential, building an enviable, productive culture, leading an organizational or performance management redesign, etc.</li><li>
Influencer: high degree of emotional intelligence, with the ability to use influence - not authority &ndash; to inspire and get the best out of others.</li><li>
Builds relationships and wins trust easily.</li><li>
Pursues Excellence and Continuous Improvement: demonstrates tenacity, resilience, conviction, and a willingness to go the distance to get something done with excellence.</li><li>
Proven ability to work in an environment that requires building processes, materials and systems.</li><li>
Has initiated and facilitated large-scale change initiatives and promoted a culture that fosters professional development and inspires personal performance.</li><li>
Proactive and Strategic: acts without waiting to be told what is needed and is comfortable and excited to propose new ideas and initiatives to many different audiences, including the company&rsquo;s senior management team.</li><li>
Efficient and Effective: produces significant output with minimal fanfare or hand wringing and with minimal resources. Leverages HR team and &lsquo;deputizes&rsquo; employees and leaders to support implementation of key programs.</li><li>
Detail oriented, proven project management capabilities and excellent problem-solving skills.</li><li>
Agile, Decisive, Energetic and Confident: able to move quickly and take an assertive stand without being abrasive.</li><li>
Excellent presentation, speaking and communication (verbal and written) skills with the ability to communicate and influence across the organization.</li><li>
Ability to guide discussion to resolution while mitigating conflict. Experienced working with and coaching C-suite executive staff (C-suite level) and building successful relationships with demonstrated outcomes.</li></ul><p>
Education &amp; Experience</p><ul><li>
7+ years&rsquo; experience in leading talent and organizational development efforts within a high-growth organization.</li><li>
Bachelor&rsquo;s Degree in a relevant field (i.e. Leadership, Organizational Behavior, Industrial/Organizational Psychology etc.) required, advanced degree preferred.</li><li>
Experience implementing and using various LMS solutions and other curriculum design/building tools.</li><li>
 Executive Coaching/Organizational Design Certification preferred but not required.</li><li>
Certification in a variety of talent assessments preferred but not required.</li><li>
Prior experience supporting and/or leading DEI initiatives within a company environment.</li></ul><div></div><div><i><br>
The above statements are intended to describe the general nature and level of work being performed
</i></div><div><i>by associates assigned to this job. They are not intended to be an exhaustive list of all responsibilities,
</i></div><div><i>duties and skills required of this position.</i></div></div><div></div>

Director, Organization Effectiveness, Talent Development & DEI

J.Jill

<div><b>Overview :<br>
</b><br>
<div>The Director, Organization Effectiveness, Talent Development &amp; DEI&rsquo;s overarching purpose is to ensure that the J.Jill vision, mission, and values that drive our decisions and our success remain the hallmarks of our vibrant and unique culture. In this effort, the Director, Organization Effectiveness, Talent Development &amp; DEI will design and execute enterprise-wide initiatives that drive employee attraction, engagement, continuous learning and development, and retention while aligning leaders and associates to the organization&rsquo;s short and long-term business objectives and celebrate the diversity of our organization. This role will lead enterprise organizational development and effectiveness, talent and leadership development/coaching, learning, performance management, change management and DE&amp;I. In addition, this role will have responsibility for overseeing our employee communications efforts in partnership with CHRO. The successful leader will build the quality and depth of our talent by identifying top performers at all levels and creating metric-based individual career growth plans to cultivate future leaders.</div><b><br>
Responsibilities :
</b><br>
<ul><li>Builds and executes Talent and Organizational Development Roadmap: Partners with senior leadership on setting near and long-term talent and organizational development strategy and goals.</li><li>
Develops ongoing process for evaluating and regularly reviewing our organization&rsquo;s structure. Partners with HR Business partners in ensuring architecture aligns with growth and business evolution.</li><li>
Serves as Strategic Partner to leaders in partnership with HRBP on topics such as engagement, performance management, development, and organizational design to ensure the highest quality outcomes.</li><li>
Builds a Culture of Learning and Continuous Feedback: Ensure that developmentally focused conversations are the oxygen flowing throughout the entire organization.</li><li>
Delivers programs, tools and experiences that engage and inspire our team at all levels and that drive a culture of learning and accountability.</li><li>
Strategically aligns talent management and learning and development programs with the organization&rsquo;s objectives and employees&rsquo; personal goals and growth.</li><li>
Oversees the design, implementation and measurement of highly effective, results-driven learning and development strategies that enhance organizational performance.</li><li>
Partners closely with HR leadership to ensure initiatives are well organized around central strategies and goals.</li><li>
Protects and strengthens the Cultural DNA: Ensures that decisions, programs, and processes are embedded with the company&rsquo;s vision and mission and consistent with our commitment to diversity and inclusion.</li><li>
Leads immersive and experiential change leadership and cultural transition programs for the organization in support of building a growth mindset.</li><li>
Drives Organizational Excellence: Develop, lead, and manage an executive coaching program that will ensure that the company&rsquo;s leaders are learning and applying the latest business methodologies and best practices necessary to lead in a quickly evolving environment.</li><li>
Provides executives with leadership assessments and consultative feedback on ways in which they can develop new knowledge, skills, and abilities.</li><li>
Guides Succession Planning Efforts: Implement talent processes to effectively manage succession planning and long-term projections of leader vacancy needs. Engage the most senior stakeholders in the organization to help define the emerging/high potential talent and their corresponding learning needs.</li><li>
Drives All Activities Associated with the Performance Management Cycle (i.e., goal setting, mid-year reviews, and development planning, year-end reviews). Develop a variety of training materials, tools and resources to support the transformation of our performance management cycle including the evaluation of the company&rsquo;s technology platform and work in concert with our Business Partner team on the implementation of these initiatives.</li><li>
Supports and activates diversity, equity and inclusion efforts in partnership with Employee Resource Groups and DEI Council.</li><li>
Ensures we create consistent, value-added employee communications programs and partner with our Marketing team on initiatives that cross from corporate/internal communications and consumer communications.</li><li>
Drive all activities associated with engagement, including design and execution of organization-wide engagement surveys and action planning.
</li><li>Oversees recognition program for corporate associates.</li><li>
Comply with all company policies, procedures, and SOPs.</li><li>
Perform other duties as directed by Supervisor.</li></ul><p>
Benefits, Tailored for You.</p><ul><li>
Bonus eligible and flexible hybrid work arrangements.</li><li>
401(k) retirement plan with discretionary match and tuition reimbursement.</li><li>
Medical, dental, vision, company paid LTD/STD, and generous amount of paid time off.</li><li>
Office includes amenities such as a caf&eacute;, fitness center, free parking and Red Line shuttle.</li><li>
Generous associate discount; group discounts on auto, pet and homeowner insurance.</li><li>
Discount Marketplace for travel, consumer products, food, auto buying, etc.</li><li>
Associate resource groups.</li></ul><br>
<b>
Qualifications :
</b><br>
<ul><li>Experienced Pioneer: Ideal candidate has high energy and embraces innovation, creativity, and adventure.</li><li>
Respected Leader in the Field but not satisfied with stagnation. Strong command of the best practices in succession planning, performance management, organizational development, executive coaching, program development, culture building, change management and DEI.</li><li>
Powerful success stories of developing executives to their full potential, building an enviable, productive culture, leading an organizational or performance management redesign, etc.</li><li>
Influencer: high degree of emotional intelligence, with the ability to use influence - not authority &ndash; to inspire and get the best out of others.</li><li>
Builds relationships and wins trust easily.</li><li>
Pursues Excellence and Continuous Improvement: demonstrates tenacity, resilience, conviction, and a willingness to go the distance to get something done with excellence.</li><li>
Proven ability to work in an environment that requires building processes, materials and systems.</li><li>
Has initiated and facilitated large-scale change initiatives and promoted a culture that fosters professional development and inspires personal performance.</li><li>
Proactive and Strategic: acts without waiting to be told what is needed and is comfortable and excited to propose new ideas and initiatives to many different audiences, including the company&rsquo;s senior management team.</li><li>
Efficient and Effective: produces significant output with minimal fanfare or hand wringing and with minimal resources. Leverages HR team and &lsquo;deputizes&rsquo; employees and leaders to support implementation of key programs.</li><li>
Detail oriented, proven project management capabilities and excellent problem-solving skills.</li><li>
Agile, Decisive, Energetic and Confident: able to move quickly and take an assertive stand without being abrasive.</li><li>
Excellent presentation, speaking and communication (verbal and written) skills with the ability to communicate and influence across the organization.</li><li>
Ability to guide discussion to resolution while mitigating conflict. Experienced working with and coaching C-suite executive staff (C-suite level) and building successful relationships with demonstrated outcomes.</li></ul><p>
Education &amp; Experience</p><ul><li>
7+ years&rsquo; experience in leading talent and organizational development efforts within a high-growth organization.</li><li>
Bachelor&rsquo;s Degree in a relevant field (i.e. Leadership, Organizational Behavior, Industrial/Organizational Psychology etc.) required, advanced degree preferred.</li><li>
Experience implementing and using various LMS solutions and other curriculum design/building tools.</li><li>
 Executive Coaching/Organizational Design Certification preferred but not required.</li><li>
Certification in a variety of talent assessments preferred but not required.</li><li>
Prior experience supporting and/or leading DEI initiatives within a company environment.</li></ul><div></div><div><i><br>
The above statements are intended to describe the general nature and level of work being performed
</i></div><div><i>by associates assigned to this job. They are not intended to be an exhaustive list of all responsibilities,
</i></div><div><i>duties and skills required of this position.</i></div><div></div><b><br>
About Us :<br>
</b><br>
<div>About Us:</div><div>
At J.Jill, we believe our associates should be seen, valued, and celebrated. We support the advancement of our associates by harnessing their unique contributions to grow and improve, and our success is guided by a culture that values keeping it simple and making it matter. J.Jill is an equal opportunity employer and is committed to providing an inclusive and professional workplace free from discrimination and harassment. All employment decisions at J.Jill are based solely upon business needs, job requirements and individual qualifications without regard to race, color, religion, sex, pregnancy and pregnancy related conditions, gender identity, gender expression, national origin, sexual orientation, sexual and reproductive health decisions, age, marital status, disability, genetic information, military or veteran status or any other legally protected status. J.Jill provides reasonable accommodation to qualified individuals, in accordance with applicable laws. If you need to inquire about an accommodation to assist with completing the application process, please email Talent.Acquisition@jjill.com.</div><div></div><b><br>
Salary Range : </b>USD $180,000.00/Yr. - USD $200,000.00/Yr.</div>

MonoSol LLC.

<div><p>The Associate Director Talent Experience serves as a key strategic leader within the organization, aligning human resources initiatives with business goals to drive performance, compliance, and growth. This role partners closely with senior leadership to design and implement impactful programs across Organizational Culture, Workforce Planning, HR Technology, and Learning &amp; Development, playing a vital part in shaping a dynamic and future-ready organization.</p><p>
</p><p></p><p><b>KEY RESPONSIBILITIES</b></p><p>
</p><ul><li>Partner with senior leadership to develop and execute HR strategies that align with the company&rsquo;s business goals and long-term vision.</li><li>
Serve as a strategic HR Business Partner to the Extended Leadership Team (ELT) and Product Supply Lead Team (PSLT), driving strategies, organizational development, and talent management initiatives.</li><li>
Guide and mentor the Talent Experience team by empowering managers to provide effective leadership, fostering a collaborative culture, and empowering decision-making at all levels to enhance team performance and engagement.</li><li>
Champion succession planning, leadership development and talent pipeline initiatives to build future organizational capability.</li><li>
Collaborate with global teams to deliver support and guidance on key initiatives.
</li><li>Monitor and analyze HR metrics and KPIs to inform data-driven decisions and continuously improve HR programs and processes.</li><li>
Support the design and execution of Learning and Development strategies that align with business priorities and promote employee growth.</li><li>
Lead programs that build leadership capabilities across all levels of the organization.</li><li>
Oversee the implementation and optimization of an HRIS platform to enhance operational efficiency and data integrity.</li><li>
Monitor engagement levels and oversee implementation of action plans based on employee feedback.</li></ul><ul><li>
Bachelor&rsquo;s degree in human resources, business administration or related field; master&rsquo;s degree preferred.</li><li>
15+ years of progressive HR experience with at least 5 years in a leadership role.</li><li>
Experience in a manufacturing or industrial environment is required.</li></ul><p>
</p><p><b>Skills</b></p><ul><li>
Strong leadership and interpersonal skills with the ability to influence at all levels of the organization.</li><li>
Exceptional problem-solving, conflict resolution, and decision-making abilities.</li><li>
Proven track record in change management, organization development and process improvement.</li><li>
Strong analytical skills and familiarity with HRIS and reporting tools.</li><li>
Demonstrated ability to lead teams and work cross functionally in a fast-paced environment.</li></ul><p>
</p><p></p><p><b>Additional information</b></p><p>
</p><p>Applicable only to applicants applying to a position in any location with a pay disclosure requirements under state or local law:</p><p>
</p><ul><li>The compensation range that is described below is the possible base pay compensation that the company believes in good faith that it will pay for this role at the time of posting based on job grade for the position. Individual compensation within this range is based on many factors such as years of experience etc. so the company might pay more or less than the posted range and it is understood that this range may be modified in the future.
</li><li>In addition to base compensation, MonoSol provides a yearly incentive compensation bonus, a profit sharing bonus when eligible, a comprehensive benefits package including medical, dental, vision insurances, short term disability, long term disability, accidental death and dismemberment, term life insurance, voluntary term life insurance, transit flexible spending account (if applicable), employee assistance program, identity theft protection, 401k and paid time off (vacation and sick days).</li></ul><p>
</p><p><b>Compensation range - </b>$119,539.36 - $194,846.95</p><p><b>
Incentive Compensation Bonus Target &ndash; </b>20%</p><p><b>
Paid time off amount &ndash; </b>15 days<br>
</p><p><b>Closing</b></p><p>
</p><p>The above statements are intended to describe the general nature and level of the work being performed by employees assigned to this position. This is not intended as an exhaustive list of all responsibilities, duties, and skills required. MonoSol, LLC reserves the right to make changes to the job description whenever necessary.
</p><p></p><p><b>Disclaimer</b></p><p>
As part of MonoSol, LLC&rsquo;s employment process, finalist candidates will be required to complete a physical, drug/ alcohol test, and background check prior to employment commencing. MonoSol, LLC is an equal opportunity employer. All qualified applicants will be considered without regard to race, national origin, gender, age, disability, sexual orientation, veteran status, or marital status.</p></div><p></p>

Associate Director Talent Experience

Masdar (Abu Dhabi Future Energy Company)

<div>
 <strong>
  Established in 2006, Masdar (Abu Dhabi Future Energy Company) is a global clean energy leader, transforming how the world produces and consumes energy through bold innovation and commercial excellence.
  <br/>
  <br/>
 </strong>
 <strong>
  Masdar is a clean energy investor, developer and operator, advancing renewable energy projects across key markets and technologies, with a global project portfolio capacity to date of over 51 gigawatts (GW).
  <br/>
  <br/>
 </strong>
 <strong>
  Jointly owned by TAQA, ADNOC and Mubadala, Masdar is driving the scale-up of renewables worldwide, targeting a portfolio capacity of 100GW by 2030
  <br/>
  <br/>
 </strong>
 <strong>
  Job Description
  <br/>
  <br/>
 </strong>
 Masdar is seeking a dynamic
 <strong>
  Head of Talent Development
 </strong>
 to shape and drive the future of our workforce. In this role, you will lead the
 <strong>
  strategic design, development, and execution of transformative talent initiatives
 </strong>
 that strengthen our leadership pipeline, elevate workforce capabilities, and accelerate career growth. You will be instrumental in aligning people strategies with business priorities through
 <strong>
  innovative learning programs, competency frameworks, and leadership development initiatives
 </strong>
 , fostering a
 <strong>
  high-performance, future-ready culture
 </strong>
 that empowers our teams to thrive.
 <br/>
 <br/>
 The role will be based in
 <strong>
  Abu Dhabi, Masdar HQ.
  <br/>
  <br/>
 </strong>
 <strong>
  Key responsibilities not limited to;
  <br/>
  <br/>
 </strong>
 <strong>
  Strategic Business Support
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Drive the development and execution of the unit&rsquo;s annual operational business plans, KPIs, and performance reporting, ensuring alignment with Masdar&rsquo;s overall objectives.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Global Talent Development
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Define and lead Masdar&rsquo;s global talent development strategy, translating business needs into scalable programs that build future-ready capabilities.
  </li>
  <li>
   Identify and implement cutting-edge learning platforms (LMS, LXP, AI-driven tools) to support personalized, scalable development.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Leadership Development
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Design and implement leadership frameworks for all career levels, from emerging leaders to senior executives.
  </li>
  <li>
   Partner with executives to assess leadership needs, deliver tailored coaching, and strengthen succession pipelines.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Career Development &amp; International Mobility
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Build career frameworks including pathing, mentoring, and development plans.
  </li>
  <li>
   Promote career mobility through international assignments and global talent mobility strategies.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Competency &amp; Capability Frameworks
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Oversee the development and governance of technical and behavioral competency frameworks across all divisions.
  </li>
  <li>
   Embed frameworks into performance management, talent reviews, and learning programs.
  </li>
  <li>
   Maintain a global talent database to provide data-driven insights on skills, gaps, and opportunities.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Learning &amp; Development (L&amp;D)
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Foster a culture of continuous learning through innovative L&amp;D strategies, microlearning, and experiential programs.
  </li>
  <li>
   Apply metrics-driven approaches to measure learning impact and ROI.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Succession Planning &amp; Workforce Readiness
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Partner with stakeholders to identify critical roles, successors, and talent gaps.
  </li>
  <li>
   Align talent development plans with strategic workforce planning and future skill requirements.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  UAE National Talent Development
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Develop and implement high-impact Emirati graduate programs and career development initiatives.
  </li>
  <li>
   Build UAE national talent pools and integrate them into succession planning and workforce strategies.
  </li>
  <li>
   Collaborate with educational institutions and government bodies to attract, retain, and grow Emirati talent.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Employee Engagement, Wellness &amp; Recognition
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Drive employee engagement initiatives, wellness programs, and recognition schemes like the Masdar Annual Awards and &lsquo;KAFU&rsquo; program.
  </li>
  <li>
   Develop action plans to address survey findings and enhance overall workforce satisfaction.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Team Leadership &amp; Budget Oversight
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Lead, mentor, and manage the talent development team, ensuring high engagement, performance, and professional growth.
  </li>
  <li>
   Contribute to budgeting and monitor performance against plans to optimize outcomes.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Qualifications
  <br/>
  <br/>
 </strong>
 <strong>
  Preferred Qualifications:
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   MBA or relevant Master&rsquo;s degree from a top-tier internationally recognized higher education institution
  </li>
  <li>
   Bachelor's degree in Human Resources, Business Administration, Psychology or equivalent
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Preferred Experience:
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   At least 12&ndash;15 years in Talent Development, with at least 5 years in a leadership role overseeing enterprise talent strategy.; deep specialist expertise in function is essential
  </li>
  <li>
   Proven track record in building scalable leadership and career development frameworks.
  </li>
  <li>
   Experience working in high-growth, future-focused industries, particularly global energy or organizations with strong innovation or sustainability agendas.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Additional Information
  <br/>
  <br/>
 </strong>
 <strong>
  Job-Specific Skills:
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Exceptional communication and interpersonal skills leading to a consultative approach within a corporate / multifunctional environment.
  </li>
  <li>
   Deep expertise in competency modeling, succession planning, and learning principles.
  </li>
  <li>
   Familiarity with digital learning ecosystems and talent platforms (e.g., Workday, Cornerstone, Degreed).
  </li>
  <li>
   Proven ability to influence C-level stakeholders and translate talent strategy into business value.
  </li>
  <li>
   Ability to manage cross-functional teams.
  </li>
  <li>
   Exposure and understanding of the Middle East and GCC markets.
  </li>
  <li>
   Knowledge of change management concepts and trends.
   <br/>
   <br/>
  </li>
 </ul>
 As part of the application process, we will collect, store and process personal information about you.
 <br/>
 <br/>
 Masdar will use your personal information in accordance with our
 <strong>
  Candidate Privacy Notice
 </strong>
 , which provides details on the purposes for which your data is processed.
</div>


Head Talent Development

Masdar

<div><b>Company Description</b><p><b><br>
Established in 2006, Masdar (Abu Dhabi Future Energy Company) is a global clean energy leader, transforming how the world produces and consumes energy through bold innovation and commercial excellence.</b></p><p><b>
Masdar is a clean energy investor, developer and operator, advancing renewable energy projects across key markets and technologies, with a global project portfolio capacity to date of over 51 gigawatts (GW).</b></p><p><b>
Jointly owned by TAQA, ADNOC and Mubadala, Masdar is driving the scale-up of renewables worldwide, targeting a portfolio capacity of 100GW by 2030</b></p><b><br>
Job Description</b><p><br>
Masdar is seeking a dynamic <b>Head of Talent Development</b> to shape and drive the future of our workforce. In this role, you will lead the <b>strategic design, development, and execution of transformative talent initiatives</b> that strengthen our leadership pipeline, elevate workforce capabilities, and accelerate career growth. You will be instrumental in aligning people strategies with business priorities through <b>innovative learning programs, competency frameworks, and leadership development initiatives</b>, fostering a <b>high-performance, future-ready culture</b> that empowers our teams to thrive.<br>
<br>
The role will be based in <b>Abu Dhabi, Masdar HQ.</b></p><p><b>
Key responsibilities not limited to;</b></p><p><b>
Strategic Business Support</b></p><ul><li><p>
Drive the development and execution of the unit&rsquo;s annual operational business plans, KPIs, and performance reporting, ensuring alignment with Masdar&rsquo;s overall objectives.</p></li></ul><p><b>
Global Talent Development</b></p><ul><li><p>
Define and lead Masdar&rsquo;s global talent development strategy, translating business needs into scalable programs that build future-ready capabilities.</p></li><li><p>
Identify and implement cutting-edge learning platforms (LMS, LXP, AI-driven tools) to support personalized, scalable development.</p></li></ul><p><b>
Leadership Development</b></p><ul><li><p>
Design and implement leadership frameworks for all career levels, from emerging leaders to senior executives.</p></li><li><p>
Partner with executives to assess leadership needs, deliver tailored coaching, and strengthen succession pipelines.</p></li></ul><p><b>
Career Development &amp; International Mobility</b></p><ul><li><p>
Build career frameworks including pathing, mentoring, and development plans.</p></li><li><p>
Promote career mobility through international assignments and global talent mobility strategies.</p></li></ul><p><b>
Competency &amp; Capability Frameworks</b></p><ul><li><p>
Oversee the development and governance of technical and behavioral competency frameworks across all divisions.</p></li><li><p>
Embed frameworks into performance management, talent reviews, and learning programs.</p></li><li><p>
Maintain a global talent database to provide data-driven insights on skills, gaps, and opportunities.</p></li></ul><p><b>
Learning &amp; Development (L&amp;D)</b></p><ul><li><p>
Foster a culture of continuous learning through innovative L&amp;D strategies, microlearning, and experiential programs.</p></li><li><p>
Apply metrics-driven approaches to measure learning impact and ROI.</p></li></ul><p><b>
Succession Planning &amp; Workforce Readiness</b></p><ul><li><p>
Partner with stakeholders to identify critical roles, successors, and talent gaps.</p></li><li><p>
Align talent development plans with strategic workforce planning and future skill requirements.</p></li></ul><p><b>
UAE National Talent Development</b></p><ul><li><p>
Develop and implement high-impact Emirati graduate programs and career development initiatives.</p></li><li><p>
Build UAE national talent pools and integrate them into succession planning and workforce strategies.</p></li><li><p>
Collaborate with educational institutions and government bodies to attract, retain, and grow Emirati talent.</p></li></ul><p><b>
Employee Engagement, Wellness &amp; Recognition</b></p><ul><li><p>
Drive employee engagement initiatives, wellness programs, and recognition schemes like the Masdar Annual Awards and &lsquo;KAFU&rsquo; program.</p></li><li><p>
Develop action plans to address survey findings and enhance overall workforce satisfaction.</p></li></ul><p><b>
Team Leadership &amp; Budget Oversight</b></p><ul><li><p>
Lead, mentor, and manage the talent development team, ensuring high engagement, performance, and professional growth.</p></li><li><p>
Contribute to budgeting and monitor performance against plans to optimize outcomes.</p></li></ul><b><br>
Qualifications</b><p><b><br>
Preferred Qualifications:</b></p><ul><li>
MBA or relevant Master&rsquo;s degree from a top-tier internationally recognized higher education institution</li><li>
Bachelor's degree in Human Resources, Business Administration, Psychology or equivalent</li></ul><p><b>
Preferred Experience:</b></p><ul><li>
At least 12&ndash;15 years in Talent Development, with at least 5 years in a leadership role overseeing enterprise talent strategy.; deep specialist expertise in function is essential</li><li>
Proven track record in building scalable leadership and career development frameworks.</li><li>
Experience working in high-growth, future-focused industries, particularly global energy or organizations with strong innovation or sustainability agendas.</li></ul><br>
<b>
Additional Information</b><p><b><br>
Job-Specific Skills:</b></p><ul><li>
Exceptional communication and interpersonal skills leading to a consultative approach within a corporate / multifunctional environment.</li><li>
Deep expertise in competency modeling, succession planning, and learning principles.</li><li>
Familiarity with digital learning ecosystems and talent platforms (e.g., Workday, Cornerstone, Degreed).</li><li>
Proven ability to influence C-level stakeholders and translate talent strategy into business value.</li><li>
Ability to manage cross-functional teams.</li><li>
Exposure and understanding of the Middle East and GCC markets.</li><li>
Knowledge of change management concepts and trends.</li></ul><div></div><p>
As part of the application process, we will collect, store and process personal information about you.</p><p>
Masdar will use your personal information in accordance with our <b>Candidate Privacy Notice</b>, which provides details on the purposes for which your data is processed.</p></div>

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