Director, Talent & Development - Performance and Culture

The Director, Performance and Culture helps bring enterprise People and Culture priorities to life. The role owns significant portions of a Performance and Culture solution. It turns strategy into practical tools, experiences, and ways of working that improve business performance. Initial priorities may include performance enablement, culture, leadership behaviors, or future Long Range Plan priorities. The role works across HR, People Services, business leaders, and other partners to ensure solutions are adopted, effective, and sustainable.
Key Responsibilities
Solution Ownership

• Own a significant portion of an enterprise Performance and Culture priority.
• Translate business needs into practical solutions that leaders and employees can use.
• Shape processes, tools, resources, governance, and user experiences that support the intended outcome.
• Recommend improvements based on user feedback, adoption, and business results.

Stakeholder Leadership

• Build strong working relationships across HR, People Services, business leaders, and specialist teams.
• Bring together diverse perspectives to strengthen solutions and improve adoption.
• Surface risks and trade-offs early. Help stakeholders reach clear decisions.
• Create clarity on responsibilities, decision rights, and expectations.

Mobilization and Adoption

• Ensure solutions move beyond design and become part of how work gets done.
• Partner with HR, People Services, and business leaders to define scalable execution.
• Create practical guidance that supports consistency and local action.
• Monitor adoption and address barriers to success.

Measurement and Continuous Improvement

• Define success measures and track progress against intended outcomes.
• Use evidence, feedback, and business insight to improve solutions over time.
• Identify opportunities to simplify, strengthen, or expand successful approaches.
• Contribute expertise across the broader Performance and Culture portfolio as priorities evolve.

Candidate Profile

• Connects people solutions to business outcomes.
• Turns ambiguity into clear choices and practical action.
• Balances strategic thinking with disciplined execution.
• Influences effectively across functions, geographies, and stakeholder groups.
• Uses evidence, user insight, and sound judgment to make decisions.
• Focuses on value, adoption, and impact rather than activity.

Experience and Background

• Bachelor's degree in Human Resources, Business, Organizational Psychology, Organizational Development, or a related field, or equivalent relevant experience.
• Typically 7 or more years of experience in Talent and Development, talent management, organization transformation, performance management, culture, product or project leadership, or a related field.
• Demonstrated experience leading significant workstreams within a complex organization.
• Experience turning business needs into practical people processes, tools, or experiences.
• Experience working across HR, business, technology, communications, analytics, or external partners.
• Strong stakeholder leadership, problem solving, facilitation, and data-informed decision-making skills.

Location
Atlanta, Georgia, USA