Take on a strategic enterprise leadership role shaping global talent and performance management across a complex, international organization.
Compensation
Competitive salary and benefits package.
Responsibilities
Lead the development and adoption of a global high-performance culture by integrating performance management, accountability, capability building, and employee engagement throughout the employee lifecycle.
Define the enterprise talent philosophy, standards, expectations, and priorities in alignment with broader business objectives.
Act as a trusted advisor to HR Business Partners, Talent Partners, and senior leaders on talent management, performance, organizational health, and emerging workforce priorities.
Shape and continuously improve global talent management practices, including performance reviews, goal setting, talent assessments, and calibration processes.
Oversee succession planning, talent pool identification, career progression frameworks, and skills and capabilities development.
Requirements
Bachelor's degree
Nice to have: Advanced degree in Human Resources
Nice to have: Advanced degree in Business Administration
Nice to have: Advanced degree in Organizational Development
Nice to have: Advanced degree in Industrial/Organizational Psychology
Designs, implements, and continuously improves enterprise talent programs to strengthen employee capability, leadership effectiveness, engagement, performance, and retention, partnering with HR and business leaders.
Responsibilities
Develop and execute an enterprise talent management strategy aligned with Quva's business priorities and workforce needs
Partner with Human Resources, functional leaders, and site leadership to assess organizational capability, development priorities, and future talent needs
Lead workforce planning processes focused on critical skills, capability gaps, internal mobility, and organizational readiness
Design and implement supervisor, manager, and leadership development programs
Lead strategic learning initiatives, including new employee orientation, leadership development, change management, interpersonal effectiveness, and performance management
Requirements
Bachelor's degree in Human Resources, Organizational Development, Business, Education, or a related field
Nice to have: Experience in pharmaceutical manufacturing
Lead end-to-end recruitment across Sales and Partner organizations, managing a high-performing recruiter team and driving strategic talent initiatives.
Compensation
California: $186,100.00 - $300,550.00 base salary
Responsibilities
Directly oversee day-to-day recruiting execution for Global Sales and Partner teams
Ensure the commercial organization is consistently at full headcount capacity
Identify funnel friction early and dive into tactical execution
Partner with HRBP and leadership to build unified talent strategies
Establish credibility as a trusted operational advisor to Sales and Partner executives
Requirements
Nice to have: high-growth enterprise software recruiting
Lead key Talent Management and Organizational Development initiatives across diverse employee populations, supporting performance, talent development, succession planning, workforce planning, and capability building.
Responsibilities
Lead Performance Management, talent review, calibration, and succession planning processes
Identify talent risks, critical capabilities, and development priorities in partnership with business leaders
Design and coordinate development initiatives for high-potential employees, emerging leaders, technical experts, and critical talent
Drive career development, internal mobility, mentoring, coaching, and capability-building initiatives
Support workforce planning and organizational capability discussions across manufacturing, commercial, and enabling functions
Requirements
Nice to have: Manufacturing experience
Nice to have: Experience supporting unionized and non-unionized populations
Nice to have: Exposure to corporate or commercial functions
Nice to have: Experience managing cross-functional initiatives and influencing stakeholders without direct authority
Nice to have: Basic knowledge of Mexican labor legislation and labor relations
Lead end-to-end recruitment across Sales and Partner organizations, managing a high-performing recruiter team and influencing sales leaders through talent analytics.
Compensation
California: $186,100.00 - $300,550.00 base salary
Responsibilities
Directly oversee day-to-day recruiting execution for Global Sales and Partner teams to hit high velocity, quarterly hiring targets
Ensure the commercial organization is consistently at full headcount capacity
Identify funnel friction early; actively dive into tactical execution, candidate sourcing, and requisition triage whenever critical gaps emerge
Partner seamlessly with Sr. Director, HRBP - Sales and the broader People Partner (HRBP) leadership team to build unified talent strategies
Establish credibility as a trusted operational advisor to Sales and Partner executives through proactive communication and reliable follow-through
Requirements
Nice to have: Enterprise software (SaaS) recruiting
Nice to have: Recruiter performance scorecards
Nice to have: Capacity models
Nice to have: Executive-level compensation negotiations
Lead key Talent Management and Organizational Development initiatives across diverse employee populations, supporting performance, talent development, succession planning, workforce planning, and capability building.
Responsibilities
Lead Performance Management, talent review, calibration, and succession planning processes.
Identify talent risks, critical capabilities, and development priorities in partnership with business leaders.
Design and coordinate development initiatives for high-potential employees, emerging leaders, technical experts, and critical talent.
Drive career development, internal mobility, mentoring, coaching, and capability-building initiatives.
Support workforce planning and organizational capability discussions across manufacturing, commercial, and enabling functions.
Senior Director, Capabilities leads the enterprise capability agenda - the capabilities that every associate must have for The Coca-Cola Company (TCCC) to deliver its growth ambition.
Compensation
United States: 186,000 - 226,500 USD
Responsibilities
Lead the enterprise capability portfolio, setting the strategic direction, outcomes, roadmap, governance, and resource model for building a select set of priority capabilities.
Collect feedback and data from HR, business, and capability leads to continuously assess capability adoption and future needs
Lead the portfolio through a multi-year lifecycle: define the standard, mobilize capability building globally, monitor adoption and impact, establish the long-term operating model, and redeploy resources to the next capability gap as LRP needs evolve.
Define the standards and expectations required in the priority capability areas.
Assess the current state capability level and identify the biggest opportunities worth investment
Requirements
Bachelor’s degree in Human Resources, Business, Organizational Psychology, Organizational Development, or a related field
A high-impact enterprise leadership role leading the company’s enterprise talent strategy including succession planning, executive and leadership development, talent assessment, high-potential development, talent mobility, organizational capability, workforce planning, and talent analytics.
Compensation
Hiring Range: $194,200.00 - $304,920.00
Responsibilities
Develop and lead Masco’s enterprise-wide global talent strategy aligned with the company’s business and people priorities.
Establish an integrated approach to leadership, talent, succession, organizational capability, and workforce planning.
Partner with the CHRO and Executive Leadership Team to identify the leadership and organizational capabilities required to execute Masco’s long-term strategy.
Establish enterprise talent priorities, metrics, and governance while allowing appropriate flexibility across Masco’s businesses.
Serve as a strategic advisor to senior leaders on critical talent and organizational decisions.
Requirements
Bachelor’s degree
Advanced degree in Human Resources, Organizational Development, Business (preferred)
Lead enterprise talent strategy and execution across ADUSA Distribution & Transportation, driving workforce planning, succession, and talent analytics.
Compensation
Salary: $92,640 - $138,960, depending on experience
Responsibilities
Design and lead 3–5 year talent strategy and roadmap
Advising senior leaders on capability needs and succession risk
Developing and implementing talent frameworks and governance
Building leadership competency models and career roadmaps
Leading talent analytics and KPI development
Requirements
Bachelor’s degree in Human Resources, Business, Organizational Development, or related field required
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