Director, Talent Management- Remote

Job Description

The Director of Talent Management will specifically focus on Performance Management, Assessments, and Succession Planning as part of their scope. The successful candidate will lead the development, implementation, and realization of performance management strategies, assessment frameworks and tools, and our succession planning approach across the organization. This role is pivotal in fostering a high-performance culture, ensuring that talent is effectively assessed, developed, and positioned for future growth. The Director will collaborate closely with various HR leaders and teams to align talent strategies with organizational goals and ensure integrated solutions across talent practices where appropriate.

The Director of Talent Management will manage a team of HR professionals, and will report to the AVP, Global Talent, Leadership & Culture.

Key Responsibilities:

Performance Management: The Director of Talent Management will be responsible for the ongoing assessment and enhancement of the organization's performance management strategy and approach, ensuring alignment with both internal needs and external trends and best practices. This includes identifying continuous improvement and simplification opportunities within current processes, leveraging technology enablers to streamline workflows and enhance user experience. The role will also focus on realizing the intent of the performance management process by fostering a culture of accountability, individual and team priority alignment to strategic goals, as well as ongoing feedback, enabling employees to understand their contributions to organizational objectives. By regularly evaluating the effectiveness of performance management initiatives and integrating insights from internal customers and industry benchmarks, the Director will ensure that the performance management framework remains agile, relevant, and impactful in driving high performance across the organization.

Assessments: In addition, the Director of Talent Management will set the strategy and lead the implementation and realization of a comprehensive assessments framework, including assessments for hiring and development, enabling effective talent decisions. This role involves continuously improving the robustness and reliability of our assessment tools and methodologies in relation to organizational needs and external best practices. By fostering a culture of objective evaluation and constructive feedback, the Director will ensure that assessments not only inform talent decisions but also support employee development and engagement. Regular reviews of assessment outcomes will be conducted to align with evolving business objectives and to ensure that the organization is effectively identifying, nurturing, and evaluating its talent.

Succession Planning: Finally, the Director of Talent Management will shape and manage a robust succession planning strategy that identifies and develops the right talent for key roles within the organization. This role entails ongoing evaluation of succession planning processes to ensure they meet the dynamic needs of the organization while incorporating external trends and best practices towards simplification and an enhanced user experience. The Director will also work collaboratively with senior HR leadership to facilitate the preparation of talent sessions at the executive level. The ultimate goal for this role is to support cultivating a pipeline of talent that is ready to step into critical positions, thereby supporting the long-term success and sustainability of the organization.

Required Qualifications

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field; advanced degree in I/O psychology preferred.

• Experience: Minimum of 12 years of experience in HR, talent management or relevant area

Required:

• Strong understanding of performance management systems, assessment methodologies and succession planning approaches

• Strong business and customer orientation with an outside-in mindset to drive innovative solutions

• Strong data-driven, strategic planning skills and results-orientation with ability to pivot quickly when needed

• Experience building and leading strong teams

• Comfort with ambiguity and highly matrixed organizational structures

• Experience leading global or complex HR/talent management initiatives

• Strong executive presence with demonstrated ability to communicate with and influence senior leaders

• Exceptional collaboration skills; flexibility to meet business needs and engage key stakeholders to drive change and move key programs and priorities forward

• Discretion, comfort, and confidentiality in working with very sensitive information

Current Employees apply HERE

Current Contingent Workers apply HERE

US and Puerto Rico Residents Only:

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As an Equal Employment Opportunity Employer, we provide equal opportunities to all employees and applicants for employment and prohibit discrimination on the basis of race, color, age, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability status, or other applicable legally protected characteristics. As a federal contractor, we comply with all affirmative action requirements for protected veterans and individuals with disabilities. For more information about personal rights under the U.S. Equal Opportunity Employment laws, visit:

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We are proud to be a company that embraces the value of bringing together, talented, and committed people with diverse experiences, perspectives, skills and backgrounds. The fastest way to breakthrough innovation is when people with diverse ideas, broad experiences, backgrounds, and skills come together in an inclusive environment. We encourage our colleagues to respectfully challenge one another’s thinking and approach problems collectively.

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U.S. Hybrid Work Model

Effective September 5, 2023, employees in office-based positions in the U.S. will be working a Hybrid work consisting of three total days on-site per week, Monday - Thursday, although the specific days may vary by site or organization, with Friday designated as a remote-working day, unless business critical tasks require an on-site presence.This Hybrid work model does not apply to, and daily in-person attendance is required for, field-based positions; facility-based, manufacturing-based, or research-based positions where the work to be performed is located at a Company site; positions covered by a collective-bargaining agreement (unless the agreement provides for hybrid work); or any other position for which the Company has determined the job requirements cannot be reasonably met working remotely. Please note, this Hybrid work model guidance also does not apply to roles that have been designated as “remote”.

The Company is required to provide a reasonable estimate of the salary range for this job in certain states and cities within the United States. Final determinations with respect to salary will take into account a number of factors, which may include, but not be limited to the primary work location and the chosen candidate’s relevant skills, experience, and education.

Expected US salary range:

Available benefits include bonus eligibility, long term incentive if applicable, health care and other insurance benefits (for employee and family), retirement benefits, paid holidays, vacation, and sick days. A summary of benefits is listedhere.

San Francisco Residents Only: We will consider qualified applicants with arrest and conviction records for employment in compliance with the San Francisco Fair Chance Ordinance

Los Angeles Residents Only: We will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance

Search Firm Representatives Please Read Carefully
Merck & Co., Inc., Rahway, NJ, USA, also known as Merck Sharp & Dohme LLC, Rahway, NJ, USA, does not accept unsolicited assistance from search firms for employment opportunities. All CVs / resumes submitted by search firms to any employee at our company without a valid written search agreement in place for this position will be deemed the sole property of our company. No fee will be paid in the event a candidate is hired by our company as a result of an agency referral where no pre-existing agreement is in place. Where agency agreements are in place, introductions are position specific. Please, no phone calls or emails.

Employee Status:

Regular

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