Director, Talent Practices

Position Overview

The Director, Talent Practices is a global leadership role reporting to the VP, Global Talent Management and serving on the Talent Center of Excellence Leadership Team. This role is responsible for shaping and advancing Insulet's enterprise talent practices so leaders can make better talent decisions, employees can grow, and the organization has the leadership and workforce capability required for future growth.

The portfolio includes succession planning, talent reviews and calibration, performance management, career pathing and internal mobility, University Relations and early career talent, talent analytics and workforce insights, talent technology and AI enablement, and executive talent reviews. This role partners closely with senior business leaders, HR Business Partners, and Talent COE colleagues to translate business priorities into integrated, scalable talent practices.

Key Responsibilities

Enterprise Talent Strategy and Governance

• Set and evolve the enterprise talent practices strategy, priorities, governance, standards, and annual talent agenda in alignment with business and workforce needs.
• Create an integrated architecture across succession, performance, career growth, internal mobility, University Relations, and talent insights rather than operating each practice as a stand alone process.
• Clarify decision rights, accountabilities, process standards, and measures of effectiveness across the Talent COE, HR Business Partners, and business leaders.
• Continuously benchmark emerging talent practices and selectively translate external insights into approaches that fit Insulet's strategy and culture.

Succession Planning, Talent Reviews and Executive Talent

• Own the enterprise approach to succession planning, talent reviews, calibration, and leadership readiness, including the quality of talent discussions and decisions.
• Partner with senior leaders and HR Business Partners to strengthen successor pipelines, identify talent risks, and convert talent review outcomes into specific development and movement actions.
• Lead the design and preparation of executive talent reviews, ensuring leaders have clear, decision useful insights and follow through.
• Improve the quality, consistency, transparency, and action orientation of talent decisions across the enterprise.

Performance Management

• Own and continuously improve the enterprise performance management philosophy, process, and tools with a focus on clear expectations, meaningful differentiation, quality feedback, and stronger performance outcomes.
• Partner with HR Business Partners and leaders to strengthen goal setting, calibration, performance conversations, and accountability.
• Use employee, leader, and process data to identify friction and improve the experience without weakening rigor.

Career Growth and Internal Mobility

• Set the enterprise direction for career pathing, career frameworks, and internal mobility so employees can better understand opportunities to grow and build meaningful careers at Insulet.
• Develop scalable approaches that connect employee aspirations and capabilities with future workforce needs.
• Partner across Talent Acquisition, Total Rewards, HR Business Partners, and Learning and Development to connect career growth, development, mobility, and workforce planning.
• Establish measures that provide visibility into internal movement, career growth, and the health of internal talent pipelines.

University Relations and Early Career Talent

• Set the enterprise strategy for University Relations and early career talent in alignment with the TA Director to ensure future capability and workforce needs.
• Partner closely with Talent Acquisition and business leaders to identify priority talent segments, disciplines, schools, and early career pipelines.
• Shape an integrated approach to internships, co ops, campus partnerships, and other early career experiences that creates sustainable talent pipelines.
• Connect University Relations to the broader talent strategy, including career pathways, internal mobility, workforce capability, and longer term succession needs.
• Establish meaningful measures of pipeline health, conversion, retention, and business impact to continuously improve University Relations investments.

Talent Intelligence, Analytics, Technology and AI

• Define the talent insights and analytics needed to improve enterprise talent decisions, identify risks, and measure outcomes.
• Build a stronger fact base for succession, performance, career growth, mobility, and talent pipelines through clear metrics, dashboards, and executive insights.
• Advance the thoughtful use of talent technology and AI to simplify work, improve transparency, and increase the quality and speed of talent decisions while maintaining appropriate governance.
• Ensure strong talent data quality, definitions, and process discipline in partnership with HR technology, analytics, and shared administration resources.

Leadership, Partnership and Execution

• Serve as a trusted advisor to senior leaders and HR leadership on enterprise talent priorities, risks, and decisions.
• Lead, coach, and develop the Talent Practices team, creating clear accountability for strategic work, analytics, program leadership, and enterprise outcomes.
• Partner across the Talent COE to ensure talent practices connect coherently with leadership development, organizational and workforce enablement, and portfolio operations.
• Oversee selected external partners and vendors and ensure investments are focused on measurable business and talent outcomes.

Qualifications

• 12+ years of progressive experience in talent management, succession, performance management, career development, early career talent, organizational effectiveness, HR strategy, or related disciplines, with scope commensurate with level.
• Significant experience designing and leading enterprise talent practices in a complex, global, matrixed organization.
• Demonstrated experience partnering with senior executives and HR leaders on succession, talent reviews, performance, and critical talent decisions.
• Strong command of talent strategy, succession planning, calibration, performance management, career frameworks, internal mobility, talent analytics, and talent pipeline management.
• Experience with University Relations, early career talent strategy, or talent pipeline development preferred.
• Demonstrated ability to redesign and scale enterprise processes, establish governance, and move from process completion to measurable talent and business outcomes.
• Comfort using data, analytics, technology, and emerging AI capabilities to improve talent decisions and employee and leader experiences.
• Exceptional executive communication, facilitation, stakeholder management, and influencing skills, including the ability to constructively challenge senior leaders.
• Bachelor's degree or equivalent experience required. Advanced degree in human resources, organizational psychology, business, organizational development, or a related field is preferred.

Critical Capabilities

• Enterprise talent strategy: Connects business strategy, workforce needs, talent pipelines, and talent practices into a coherent enterprise agenda.
• Executive influence and judgment: Builds credibility with senior leaders, surfaces difficult talent issues, and enables clear, evidence based decisions.
• Systems thinking: Sees connections across succession, performance, careers, mobility, early career talent, development, and organizational capability.
• Talent expertise: Brings depth in core talent practices and knows where consistency matters and where flexibility creates better outcomes.
• Data informed decision making: Translates talent data into insight, implications, and action rather than reporting activity alone.
• Design and simplification: Creates practical, scalable practices that strengthen rigor while reducing unnecessary complexity.
• Change leadership: Builds stakeholder ownership and adoption for new talent practices, behaviors, and ways of working.
• Pragmatic execution: Moves from strategy to decisions, implementation, measurement, and continuous improvement.
• Team leadership: Sets a high bar, develops talent, and creates accountability for enterprise outcomes across a small expert team and broader partner network.