A Director of Talent Management leads a strategy function in Human Resources related to building and developing a strong talent base in the firm. The role focuses on performance management, leadership development, talent assessment, succession planning, coaching and related functions.
Either Full or Part Time, more than 6 months
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Job Summary Remote Remote - United States Full time
JR-202616718
Job Description The Career Development and Mobility Lead will lead the creation and implementation of GM's career development and mobility strategy, providing mobility opportunities for the employee base, including redeploying those whose work is changing due to business transformation, evolving operating model and capability needs, and technology adoption, with a particular emphasis on skilled trades and adjacent manufacturing populations. This leader will shape strategy, build operating plans, and lead a small team responsible for connecting career development and navigation, skills insights, internal mobility, learning pathways, tuition assistance, and external nonprofit partnerships into a practical career navigation and redeployment model that helps employees move into viable future roles. This role serves as a senior people leader and strategic partner to HR, Global Learning & Development, Talent Management, People Analytics, manufacturing leaders, and other business stakeholders. The successful candidate will translate enterprise strategy, workforce shifts and changing skill demands into clear talent actions, reskilling pathways, and internal movement strategies that are equitable, scalable, data-informed, and aligned to GM's business priorities. Key Responsibilities Define and lead an enterprisecareer development andredeployment strategy, inclusiveof employeeswhose work is materiallyimpactedby changing business needs, evolving work design, and technology adoption, creating pathways that prioritize internal mobility, reskilling, and long-term workforce sustainability. Align the enterprise strategy with strategic workforce plans, organizational design decisions, and investments in automation and emerging technologies across business units, considering implications for a global workforce. Build a practical operating model that connects workforce disruption and emerging capability shifts to job profiles, leveling guides, Talent Profiles, learning resources, and internal opportunity pathways so employees can move from skill-gap insight to action. Partner with business leaders, HR, and talent stakeholders toidentifypopulations at risk, diagnose skill gaps, and recommend targeted interventions that include learning and non-learning solutions. Lead the design and use of redeployment pathways thatleverageinternal learning and development programs, tuitionassistance, and external nonprofit redeployment organizations to support transitions into future-relevant roles. Establish a skilled-trades-focused redeployment approach informed by a deep understanding of technical, production, and manufacturing capability needs, while also scaling solutions for broader enterprise populations navigating changing work and capability requirements. Translate enterprise and functional priorities into multi-year roadmaps, annualobjectives, governance routines, and measurable outcomes for redeployment, reskilling, and workforce transition efforts. Lead a small team of program managers or related talent professionals, providing direction, coaching, development, and performance management while building capability and accountability within the team. Create partnerships across Global Learning & Development, Talent Management, Talent Acquisition,People Analytics,HRBPs,Corporate Strategy,and business leaders to aligncareer development andredeployment strategy with hiring, internal mobility, workforce planning, and capability building decisions. Use data, benchmarking, workforce insights, and business context to identify trendsand early signals from emerging business, technology, and op... Management Analysts
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