Living in PA, NJ, NY is a must. Regular visits to our Philadelphia office are requiredThe Director of Talent Management is a strategic and hands-on leader who connects business priorities with people execution in a high-growth, evolving organization. This role partners closely with senior leaders to drive performance, accountability, and organizational effectiveness — translating strategy into scalable talent practices that deliver visible business impact. Leading a small team of HR Business Partners, this individual operates as a player-coach: personally building and launching key talent programs in year one while developing the team’s capability to sustain and scale them over time. The right candidate brings sharp business acumen, comfort with ambiguity, and a track record of driving HR transformation in growth-stage or PE-backed environments — where building without large CoE support and moving fast are the norm. Key ResponsibilitiesStrategic HR Partnership Serve as a trusted advisor to senior leaders, driving talent strategy, organizational effectiveness, and business-aligned people decisions Translate business priorities into HR initiatives with clear, measurable outcomes and visible impact Partner with leadership on talent retention, engagement, and performance acceleration Operate with senior HR visibility — participating in leadership forums and bringing people insights to business discussions with credibility Serve as a senior escalation point, providing timely judgment on complex people matters and cross-functional HR topics Talent & Performance Transformation Lead the design and implementation of evolved performance management practices that drive accountability, growth, and differentiated rewards Personally build initial frameworks, tools, and calibration processes — including talent assessment approaches — then scale them through the HRBP team Partner with leadership to reinforce a pay-for-performance culture, ensuring clear linkage between outcomes and rewards Support development and upskilling initiatives in partnership with relevant internal stakeholders Organizational Design & Job Architecture Lead organizational design efforts including role clarity, career pathing, leveling frameworks, and workforce planning Continue to embed scalable job architecture: leveling structures, career ladders, and role definitions aligned to growth and operating model needs Translate business strategy into practical org design decisions around spans, layers, and capability requirements Compensation Advisory Advise leadership on pay decisions — promotions, merit, and off-cycle adjustments — aligned to performance and internal equity principles Partner with People & Culture team members on rewards philosophy and differentiated pay practices.  Process Design & Operational Excellence Design and implement scalable HRBP processes that improve consistency, transparency, and impact, balancing rigor with speed Drive operational rhythms across talent programs: performance cycles, calibration, and workforce planning Establish a cadence of business reviews using talent data and insights to help leaders plan proactively for their people needs Change Leadership Lead and support change initiatives, ensuring adoption of new talent practices and ways of working Develop communication and change strategies that drive clarity and buy-in with impacted stakeholders Identify organizational friction points and proactively drive improvements HRBP Team Leadership Lead, coach, and develop a small, high-performing HRBP team with clear expectations for strategic partnership and execution quality Foster a culture of accountability, pragmatic problem-solving, and continuous improvement Serve as the senior decision-maker on escalated employee relations matters, ensuring high-quality, timely support for the business  
