Senior Director, Talent Management & People Experience

Confidential; Miami (FL); On-site; USD 180,000 - 240,000; Full time

Job summary

Confidential is seeking a Senior Director, Talent Management & People Experience to lead a three-pillar strategy: Learning & Development, Internal Communications, and People Experience. The role aligns employee growth with business goals and measures impact through engagement and retention metrics.

The successful candidate partners with the executive team, builds a high-performing leadership group, and owns the employee lifecycle from onboarding to development, with on-site Miami work and

Qualifications

• Bachelor's degree in a related field.
• Bilingual English/Spanish is required.
• 12+ years in talent management and execution.
• 5+ years leading managers or directors.
• Proven record of improving engagement or leadership capability.
• Experience advising executives through organizational change.
• Strong data-driven decision making; budget management.

Responsibilities

• Define a multi-year talent management and employee experience strategy aligned to business goals.
• Lead performance, succession and high-potential programs; career pathing.
• Create an integrated employee journey linking learning, communications and experience.
• Set and report metrics on engagement, retention, mobility and learning impact.
• Advise senior leaders on organizational change and workforce planning.
• Direct leadership development and onboarding across the organization.
• Align learning investments with skills gaps and succession needs.
• Evaluate programs for business impact, not just participation.
• Guide leadership communications and company news to employees.
• Lead communications for restructurings and leadership transitions.
• Build two-way dialogue channels and measure trust and clarity.
• Own the employee lifecycle experience: onboarding, recognition, surveys and programs.
• Turn feedback into funded action plans; remove process friction.
• Partner with HR operations to ensure smooth people processes.
• Hire, coach and develop the three directors; ensure accountability.
• Manage budgets, vendors and technology for learning, survey and communications.
• Handle confidential information with discretion.

Skills

Executive leadership

Change management

Strategic thinking

Analytical skills

Budget management

Cross-functional collaboration

Bilingual English/Spanish

Education

Bachelor's degree

Master's degree

Tools

HRIS

Learning Management System

Employee listening platforms

Job description

The Senior Director, Talent Management & People Experience leads the strategy for how employees grow, stay informed and experience the company, from onboarding through career development. This leader owns three connected pillars: Learning & Development, Internal Communications and People Experience. The role turns them into one employee journey that supports engagement, retention, leadership capability and business performance.

The Senior Director is a strategic partner to the executive team and to the Chief People Officer. They set the people agenda, build and manage a high-performing leadership team and measure results in outcomes the business cares about.

Key responsibilities

Enterprise talent and people strategy

• Define a multi-year talent management and employee experience strategy tied to business goals.
• Lead talent management processes: performance, succession planning, high-potential identification and career pathing.
• Build an integrated employee journey so learning, communication and experience reinforce one another.
• Set shared metrics, such as engagement, retention, internal mobility, leadership bench strength and learning impact, and report them to executives.
• Advise senior leaders on organizational change, culture and workforce planning.

Learning & Development (through the Director of Learning & Development)

• Direct leadership development, manager capability, onboarding and technical or functional training.
• Align learning investments with skills gaps and succession needs.
• Evaluate programs for business impact, not only participation.

Internal Communications (through the Director of Internal Communications)

• Guide how leadership messages, company news and organizational changes reach employees.
• Lead communications for sensitive events such as restructurings, leadership transitions and policy changes.
• Build channels for two-way dialogue and measure reach, clarity and trust.

People Experience (through the Director of People Experience)

• Own the employee lifecycle experience, including onboarding, recognition, engagement surveys, listening programs and workplace programs.
• Turn employee feedback into prioritized, funded action plans.
• Partner with HR operations and business leaders to remove friction in people processes.

Team leadership and operations

• Hire, coach and develop the three directors and hold them accountable for results.
• Manage the function's budget, vendors and technology, including learning, survey and communications platforms.
• Handle confidential employee and leadership information with discretion.

Qualifications

Required

• Bachelor's degree in human resources, organizational development, communications, business or a related field.
• 12 or more years of progressive experience in talent management, learning and development, internal communications or employee experience, including 5 or more years leading managers or directors.
• Proven record of building and running talent programs that measurably improved engagement, retention or leadership capability.
• Experience advising executives and communicating through organizational change.
• Strong analytical skills and comfort using people data to guide decisions.
• Demonstrated ability to manage budgets, vendors and cross-functional programs. Fluent in English and a second language Spanish, spoken and written, to lead and communicate with a bilingual workforce. Able to work on-site in Miami 4 days per week and travel up to 20% of the time.

Preferred

• Master's degree in organizational psychology, HR, communications or an MBA.
• Experience in a multi-site, hybrid or fast-growing organization.
• Professional credentials such as SHRM-SCP, SPHR, ATD CPTD or similar.
• Experience with HRIS, learning management and employee listening platforms.

Competencies and success measures

• Strategic thinking that connects people programs to business outcomes.
• Influence and executive presence with senior leaders and employees at every level.
• Integrative leadership that unites three distinct disciplines under one vision.
• Sound judgment and discretion with confidential matters.
• Change leadership and clear, empathetic communication.