Senior Director Organizational Development & Talent

Spencer Rigby Ltd.; Boston (MA); On-site; USD 180,000 - 240,000; Full time

Job summary

Spencer Rigby Ltd. seeks a Senior Director of Organizational Development, Talent & Learning to architect an enterprise talent strategy from the ground up.

This executive role partners with North America leaders and global tech centers to unify approaches post-acquisition and drive scale across a global, high-growth healthcare technology landscape. You will lead a team across Talent Management, OD, and L&D, translating harmonized strategies into leadership development, governance, and regulated

Qualifications

• Experience designing enterprise talent strategies for multi-site or post-acquisition environments.
• Ability to influence executives and build cross-functional alignment.
• Track record leading Talent Management, OD, and L&D in regulated or tech-enabled settings.

Responsibilities

• Harmonize talent management across legacy and acquired businesses.
• Build robust succession planning and bench strength across critical tiers.
• Lead enterprise design of organizational structures post-acquisition.
• Oversee learning governance and leadership development at scale.
• Establish executive-level analytics to track talent health and integration progress.

Skills

Talent Management

Organizational Development

OD Strategy

Executive Leadership

People Analytics

Job description

Are you a progressive Talent & Organizational Development leader looking for a true greenfield opportunity to architect enterprise talent strategy, leadership pipelines, and organizational capability from the ground up?

We are exclusively retained by a multi-billion-dollar global healthcare pioneer to appoint a Senior Director of Organizational Development, Talent & Learning.

The Organization:

Operating at the forefront of specialized healthcare technology, our client combines the stability and market reach of a global industry leader with the momentum of a high-growth enterprise in active evolution. Having expanded rapidly through strategic innovation and substantial global acquisitions, the organization is deeply people-centric and focused on integrating its legacy foundations with acquired entities into a unified, high-performing global ecosystem.

The Mandate: Harmonization, OD & Strategic Talent Architecture

This is an executive-level role for a strategic builder and integrator. Partnering directly with business unit heads, executive functional leaders, and senior HR leadership across North America and global technology centers, you will harmonize disparate approaches into cohesive enterprise frameworks that drive long-term scale:

• Enterprise Harmonization & Talent Integration: Unify talent management philosophies and frameworks across legacy divisions and acquired businesses—establishing a shared, consistent approach to talent reviews, potential assessment, and leadership development.
• Succession Architecture & Bench Strength: Build robust, transparent succession planning frameworks for critical business and technical tiers, actively breaking down functional silos to identify and mobilize "ready-now" and "future-ready" leaders.
• Strategic Organizational Design (OD): Act as the enterprise architect partnering with executive leaders and HRBPs to reshape operating structures, bridge cultural and operational gaps post-acquisition, and align workforce capabilities with overarching commercial roadmaps.
• Integrated Learning & Development (L&D) Governance: Lead a dedicated team of L&D professionals to translate harmonized talent strategies into high-impact leadership development, enterprise learning governance, and specialized commercial/technical training across regulated operations.
• Talent Health & Integration Analytics: Establish executive-level metrics to measure talent health, internal mobility, bench strength, and the long-term effectiveness of integration initiatives.

Who You Are:

• A strategic People & OD leader with proven experience designing and executing enterprise talent strategies within complex, multi-site, or post-acquisition environments.
• An adept integrator and executive influencer, skilled at creating buy-in and establishing common direction across diverse organizational cultures and legacy business units.
• Experienced in leading high-performing teams across Talent Management, OD, and L&D within high-growth, technically complex, or regulated sectors (Life Sciences, MedTech, or broader Technology/Industrial).
• Commercially grounded, analytically sharp, and energized by transforming fragmented systems into scalable, world-class talent architecture.