Director, Talent Development

Duties and Responsibilities

Talent Strategy and Advisory

• Set talent strategy: Develop and execute an enterprise talent development strategy aligned with Accel's business priorities, growth plans, culture, and workforce needs.
• Assess capability gaps: Partner with HR Business Partners and business leaders to assess organizational and individual capability gaps and translate needs into targeted development solutions.
• Advise senior leaders: Serve as a trusted advisor to senior leaders on leadership development, organizational capability, talent development, and succession needs.
• Guide change: Apply change management and organizational development practices to help leaders guide teams through change and build organizational readiness.
• Stay current: Stay current on talent management, learning, leadership development, and organizational effectiveness practices and introduce solutions appropriate for Accel's operating environment.

Leadership and Learning Development

• Develop leaders: Lead the design and delivery of leadership and manager development programs that strengthen accountability, coaching, decision-making, collaboration, and people leadership capabilities.
• Create learning experiences: Create scalable learning experiences for emerging leaders, frontline managers, experienced leaders, and high-potential talent.
• Equip managers: Build practical tools and programs that help managers improve performance, develop employees, provide meaningful feedback, and strengthen team effectiveness.
• Apply learning design: Apply adult learning principles and modern learning methods to create engaging, practical, business-relevant development experiences.
• Drive talent initiatives: Drive mentoring, high-potential development, and other strategic talent initiatives and partner with HRBPs.

Talent Management Processes

• Own talent processes: Own and continuously improve enterprise talent processes, including talent reviews, succession planning, development planning, performance reviews, and career development.
• Facilitate talent reviews: Facilitate talent reviews and succession discussions; support leaders in identifying critical roles, assessing talent, building successor pipelines, and creating actionable development plans.
• Build career pathways: Develop career development frameworks, learning pathways, and internal development opportunities that support employee growth and internal mobility.

Onboarding, Engagement, and Recognition

• Lead onboarding: Lead the design and continuous improvement of the onboarding and orientation program to accelerate new-hire readiness and strengthen the employee experience.
• Drive engagement and recognition: Develop and execute employee engagement and recognition strategies that strengthen culture and retention; own and manage technology for recognition, engagement, and onboarding and offboarding surveys, and partner with HRBPs to analyze trends and use the data for coaching and development planning.

Measurement, Technology, and Budget

• Measure and report impact: Establish measures of effectiveness and use talent, performance, retention, feedback, and business data to evaluate programs, recommend improvements, and regularly report results to the Chief People Officer and senior leadership.
• Leverage HR technology: Partner with HRIS and other HR teams to leverage Workday and related technology for learning, talent, performance, succession, reporting, and employee development.
• Manage budget and vendors: Develop and manage the talent development budget, allocating resources across programs and initiatives; manage external learning partners, coaches, facilitators, and vendors, including program quality and return on investment.

Team Leadership

• Lead the team: Lead, coach, and develop talent development team members, as applicable, while creating clear priorities and accountability for results.
• All other duties assigned.

Qualifications

Education & Certifications

• Bachelor's degree in Human Resources, Organizational Development, Business, Education, Psychology, or a related field required; advanced degree preferred.
• Professional HR certification (e.g., SHRM-CP/SCP or PHR/SPHR) and/or facilitation or assessment certifications (e.g., Insights Discovery, Situational Leadership) preferred.

Experience

• 8-10 years of progressive experience in talent development, learning and development, talent management, organizational development, or a related HR discipline.
• 3+ years of experience leading enterprise talent or leadership development programs, teams, or major initiatives.
• Demonstrated experience designing and facilitating leadership and manager development programs and supporting senior leaders.
• Experience with succession planning, talent reviews, performance management, career development, development planning, onboarding, and employee engagement and recognition strongly preferred.
• Experience of applying change management and organizational development practices.
• Experience managing program budgets and external partners, including vendors, coaches, and facilitators.
• Experience in a multi-site, distributed, hospitality, gaming, retail, operations, or similarly complex environment preferred.

Skills & Competencies

• Strong business acumen with the ability to connect talent strategies to operational and financial priorities.
• Expertise in leadership development, adult learning, instructional design, facilitation, coaching, and talent management practices.
• Executive presence and strong consulting, influencing, and relationship-building skills across all levels of the organization.
• Ability to translate complex organizational needs into simple, practical, scalable programs and tools.
• Strong project and program management skills with the ability to manage multiple enterprise initiatives and stakeholders.
• Data-driven mindset with the ability to define success measures, analyze talent data, and communicate insights and recommendations.
• Proficiency with HR technology and learning/talent platforms; Workday experience preferred.

Physical Demands and Work Environment

• Typical office environment.
• Frequent travel required to support business locations and leadership teams.

Additional information

The above is intended to describe the general content of, and requirements for, the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities, or physical requirements. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time.

Base Pay Range

$160,000-180,000/yr

This range represents the low and high end of the anticipated base salary range for this position. The base salary will depend on a number of factors such as: qualifications, experience level, and skillset.

Voluntary full-time employment benefits include medical, dental, and vision; life, AD&D, critical illness, and hospital insurance; short and long-term disability; identity/legal protection; as well as access to FSA and HSA accounts. Full and part-time employees are eligible to contribute to traditional and/or Roth 401(k) plans. Our Employee Assistance Program (EAP) offers counseling for a multitude of topics including (but not limited to) mental health, finances, adult care, disability, and grief.