Director OF Talent Management

Landis+Gyr AG; Alpharetta (GA); On-site; USD 165,000 - 185,000; Full time

Benefits offered by this job

Medical, dental & vision

Life insurance

401(k) match

PTO 3 weeks

11 holidays

Tuition reimbursement

Pet insurance

Supplemental medical coverage

Other perks

Job summary

Landis+Gyr AG is seeking a Director of Talent Management & Development to design and execute an enterprise talent strategy. You will lead talent reviews, succession, and a comprehensive learning program while building a lean team and partnering with senior leaders.

The role focuses on developing capability, readiness, and movement across the organization, with a hands-on approach to shaping learning and leadership practices for future growth.

Qualifications

• Bachelor's degree in Human Resources, Organizational Development, Business, Psychology, Education, or related field.
• 10+ years of progressive experience across Talent Management, Learning & Development, Organizational Development, or related disciplines.
• Expertise in talent management, learning strategies, and capability development.
• Experience designing enterprise learning or capability-building strategies.
• Ability to partner with senior leaders and translate talent insights into action.
• Experience working in global, matrixed organizations.

Responsibilities

• Develop and implement an integrated enterprise talent and learning strategy aligned with business priorities.
• Lead talent reviews, calibration, and succession planning for leadership roles.
• Translate talent insights into actions like development, retention, and external hiring.
• Build enterprise learning strategy addressing professional, functional, and leadership development.
• Create capability roadmaps, curricula, and development pathways.
• Evolve performance management and strengthen manager capability.
• Foster internal mobility and growth opportunities across the organization.
• Define leadership capabilities and build targeted development for various leader levels.
• Measure talent and learning outcomes for readiness and movement.

Skills

Talent Management

Learning & Development

Organizational Development

Change Management

Leadership Development

Succession Planning

Performance Management

Data-driven decisions

Stakeholder Management

Education

Bachelor's degree in HR/OD/Business

Job description

At Landis+Gyr, we're helping shape the future of energy—making it more intelligent, resilient, and sustainable.

As a global energy technology leader, we're accelerating the energy evolution through purposeful innovation and trusted partnerships. Trusted by more than 2,000 utilities worldwide, our intelligent solutions connect devices, data, and decisions across the grid, helping customers modernize infrastructure, optimize operations, and deliver energy that is more reliable, resilient, accessible, safe, and sustainable.

Behind every solution is a team of approximately 3,300 employees across more than 40 countries who are passionate about solving complex challenges, driving innovation, and making a meaningful impact for our utility customers and the communities they serve.

Join Team Green and help shape the future of intelligent energy.

Position Summary The Director, Talent Management & Development will lead the development and implementation of an integrated enterprise strategy for talent management, employee development, and organizational capability. Reporting to the Chief People Officer, this role will help ensure Landis+Gyr has the talent, skills, leadership capacity, and workforce readiness required to execute its business strategy and support future growth.

This is a hands‑on role requiring both strategy and execution. Initially, the role will personally lead the design and implementation of core talent and learning practices while working through HR Business Partners, business leaders, functional experts, and external partners. This role is also expected to build and lead a lean Talent Management and Development team.

Key Responsibilities

• Develop and implement an integrated enterprise talent and learning strategy aligned with business priorities, future capability requirements, and the company's evolving operating model.
• Build a connected talent framework that brings together performance management, talent reviews, succession planning, career development, internal mobility, workforce planning, and learning.
• Lead enterprise talent reviews, calibration, and succession planning for critical leadership and business‑critical roles, creating greater visibility into talent strength, successor readiness, capability gaps, retention risk, and organizational exposure.
• Partner with senior leaders and HR Business Partners to translate talent insights into meaningful actions, including development, movement, retention, knowledge transfer, and selective external hiring.
• Build and implement an enterprise learning strategy addressing professional, functional, technical, managerial, leadership, and future‑skill development across the organization.
• Establish a disciplined approach to identifying capability needs and converting them into prioritized learning roadmaps, curricula, development pathways, academies, and targeted interventions.
• Partner with functional leaders and subject‑matter experts to develop scalable learning solutions while maintaining clear business ownership for technical and functional capability.
• Lead the evolution of performance management and strengthen manager capability in goal setting, feedback, coaching, development planning, talent differentiation, and performance accountability.
• Build career‑development and internal‑mobility practices that give employees greater visibility into growth opportunities, required capabilities, and potential career paths across the organization.
• Define the leadership and management capabilities required for future success and build targeted development solutions for new managers, experienced people leaders, directors, senior leaders, and succession candidates.
• Establish talent and learning measures that provide leaders with actionable insight into succession strength, internal movement, capability development, program effectiveness, and workforce readiness.
• Lead the implementation and continuous improvement of talent and learning technologies, content, external partnerships, and investments, ensuring resources are directed toward the company's most important capability priorities.
• Build commitment and accountability among leaders for developing talent, strengthening capability, and applying learning in the workplace.

Qualifications

Required

• Bachelor's degree in Human Resources, Organizational Development, Business, Psychology, Education, or a related field.
• At least 10 years of progressive experience across Talent Management, Learning & Development, Organizational Development, or related disciplines.
• Meaningful experience in both Talent Management and enterprise Learning & Development, with clear depth in at least one discipline and demonstrated accountability across the other.
• Demonstrated experience designing and implementing an enterprise learning or capability‑building strategy.
• Experience designing and implementing development solutions for multiple employee populations, including professional, functional, managerial, and leadership audiences.
• Strong understanding of adult learning, experiential development, curriculum architecture, program design, and learning evaluation.
• Experience partnering with senior executives and facilitating consequential talent discussions.
• Demonstrated ability to build new practices, programs, and operating models in an evolving organization.
• Strong project leadership, facilitation, consulting, communication, and change‑management capabilities.
• Ability to use talent and learning data to identify needs, establish priorities, and evaluate results.
• Experience working in a global, matrixed organization.

Critical Leadership Capabilities The successful candidate will be:

• A talent strategist: Connects business priorities with succession, capability, performance, development, and workforce decisions.
• A learning architect: Builds an enterprise development strategy and portfolio rather than relying on a collection of courses.
• A hands‑on builder: Can personally design, implement, and improve practices while the team and infrastructure mature.
• A credible advisor: Influences senior leaders and challenges assumptions with sound judgment, evidence, and business perspective.
• An integrator: Connects Talent Management and Learning & Development rather than allowing them to operate as separate processes.
• A pragmatic operator: Prioritizes effectively and introduces fit‑for‑purpose solutions without overengineering.
• A strong facilitator: Leads candid succession, calibration, capability, and development discussions with confidence.
• An outcomes‑oriented leader: Measures success through stronger capability, readiness, movement, and performance, not the volume of activity.

• medical, dental and vision coverage
• life insurance
• a 401(k)-retirement plan featuring a generous company match incentive
• three (3) weeks of Paid Time Off (PTO)
• eleven (11) paid holidays
• a tuition reimbursement program
• optional pet insurance
• supplemental medical coverage
• a host of other perks to ensure the health, wellness, and enrichment of our team members

Pay is in the range of $165,000 - $185,000 per year. The actual base salary offered depends on a variety of factors, which may include, as applicable, the qualifications of the individual applicant for the position, years of relevant experience, specific and unique skills, level of education attained, and certifications or other professional licenses held.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. We're committed to shaping a better future for everyone. Join Team Green and be part of what's next in energy. TeamGreen

Job Title

Director, Talent Management & Development