Director, Global Talent & Learning
Chromalloy is a global leader in aerospace component repair and manufacturing, trusted by the world's leading commercial and
military aviation programs. With operations across the United States, Europe, Asia, and the Middle East, our people are our
competitive advantage. We are building the talent development infrastructure that will sustain that advantage — and this is the
role that builds it.
The Director, Global Talent & Learning is the enterprise owner of how Chromalloy develops its people — from interns entering the
organization for the first time to senior leaders being prepared for the next level. The full portfolio includes: Internship
Programs, Leadership and Functional Development Programs, an Early Career Rotational and Fast Track Program, enterprise Talent
Mentoring, Employee Engagement strategy, Career Path Architecture, and a Government Relations and Training Credits function that
offsets Chromalloy's development investment.
Several of the programs in this portfolio do not yet exist. This is a builder role for someone who has designed and launched
enterprise talent programs before — who can assess what is needed, build the architecture, secure approval, and deliver. If you
are looking to manage inherited programs, this is not the right fit.
KEY RESPONSIBILITIES
Strategic Business Partnership
* Serve as the primary talent development thought partner to the CHRO and senior business leaders — bringing a point of view on
the gap between Chromalloy's current leadership bench and what the business strategy demands in three years.
* Partner with HR Business Partners and HR Managers across all business units and geographies to identify development needs at
the site and functional level — translating field-level signals into enterprise program design decisions.
* Participate in senior leadership talent reviews and succession calibration sessions; translate calibration outcomes into
funded, time-bound development actions for identified high-potential and succession candidates.
* Assess enterprise-wide capability gaps using workforce data and external benchmarks; build the prioritized development agenda
from what the data and the business actually need.
Internship Program — Architecture & Governance
* Design, build, and own Chromalloy's enterprise Internship Program — the structured framework within which all business unit
internships operate: minimum program standards, selection and placement process, structured learning objectives, manager
enablement, and conversion-to-hire criteria.
* Partner with Talent Acquisition to build the sourcing pipeline: target university partnerships, on-campus engagement strategy,
and the process by which intern candidates are identified, assessed, and placed across Chromalloy business units.
* Design the intern experience framework: structured project assignment methodology, manager orientation for intern supervisors,
mid-program check-ins, program-end presentation format, and the structured evaluation that produces a conversion recommendation
for every intern before the program ends.
* Connect the Internship Program directly to the Early Career Rotational and Fast Track pipeline — high-performing interns are
the first feeder into the rotational program.
* Define and track Internship Program metrics: conversion-to-hire rate, manager satisfaction, offer acceptance rate, and one-year
retention of converted interns.
Leadership & Functional Development Programs
* Own the design, build, and governance of Chromalloy's enterprise development curriculum across two tracks: Leadership
Development (programs for people who lead others, from first-line supervisor through senior leader) and Functional Development
(programs that build deep professional capability within specific disciplines — Engineering, Finance, Operations, and others).
* Design and launch the enterprise sponsored High-Potential Leadership Development Program: nomination criteria, cohort design,
executive sponsorship structure, and measurement framework.
* Build and sustain a Management Skills Development curriculum for technical professionals moving into people management roles
for the first time.
* Design Functional Development Programs in partnership with the relevant business leaders — you own the program architecture and
governance; the business leader and HR Business Partner own the content direction.
* Deliver a Leader Assimilation Process for newly hired and newly promoted leaders at the Vice President level and above.
* Partner with HR team to ensure every high-potential employee has an active, funded Individual Development Plan with owner
accountability and a quarterly review cadence.
Early Career Rotational & Fast Track Program
* Design, build, and own Chromalloy's Early Career Rotational and Fast Track Program — a structured multi-function, multi-site
program for high-potential new graduates and early career professionals identified as future leaders. This program does not
exist. You are building the architecture, business case, selection criteria, rotation design, and placement framework.
* Build the sourcing pipeline in partnership with Talent Acquisition — university partnerships, on-campus engagement, and
internship-to-rotational conversion pathways. The Internship Program is the primary feeder; designed as a connected pipeline.
* Partner with business unit leaders to design the rotation schedule — which functions, which sites, in what sequence, and with
what structured learning objectives at each stop.
* Own the Fast Track cohort experience: quarterly touchpoints, executive speaker series, cross-functional project assignments,
and regular check-ins with the CHRO to surface early reads on acceleration candidates.
* Define and govern the program metrics: cohort retention rate, conversion to permanent placement, time-to-first-promotion, and
manager satisfaction.
Talent Mentoring & Employee Engagement
* Design, build, and own Chromalloy's enterprise Talent Mentoring Program — a structured, cross-functional program that pairs
high-potential employees with senior leaders and experienced professionals. Design both executive-to-emerging leader and peer
mentoring tracks.
* Own the enterprise Employee Engagement strategy — the framework, programs, and measurement approach through which Chromalloy
builds a connected, engaged, and mission-aligned workforce. This includes enterprise engagement survey design, pulse survey
governance, action planning framework, and enterprise-level engagement programs.
* Design and own enterprise-level recognition programs — frameworks that enable managers to recognize contribution in a way that
is consistent with Chromalloy's culture and values.
* Maintain the engagement measurement framework: enterprise engagement survey cadence, pulse survey design, action planning
accountability, and the reporting structure that gives the CHRO a current read on workforce engagement.
Government Agency Funding, Training Credits & Workforce Relations
* Build and maintain active working relationships with government agencies that fund workforce development: federal Department of
Labor offices, state workforce development boards and industry-specific training program offices relevant to the aviation and
aerospace sectors. These are year-round relationships — not contacts to call when a grant application is due.
* Identify, pursue, and secure government agency training funding and employer training tax credits — federal workforce
development grants, DOL apprenticeship and on-the-job training subsidies, state workforce development board funding, and
applicable employer training credit programs.
* Own the grant application and compliance process: write funding proposals, track award timelines, manage reporting obligations,
and ensure compliance with all funding terms and conditions.
* Partner with field HR professionals to identify eligible employee populations for funding-supported training and establish the
cost tracking infrastructure for grant reimbursements and credit claims.
Career Path Framework & Internal Mobility
* Design, build, and own Chromalloy's enterprise career path framework — a structured, role-by-role view of the progression
pathways available across functions, sites, and levels.
* Partner with Global Compensation to anchor career paths to the grade and level framework — career paths must be connected to
compensation reality to be credible.
* Build function-specific career paths in partnership with HR Business Partners for the populations where pathways are least
clear and attrition risk is highest.
* Design the career conversation framework — a structured guide for managers to hold meaningful career development conversations
at least twice per year.
* Own the internal mobility visibility component: partner with Talent Acquisition to ensure internal candidates have first-look
access to open roles and a clear process for expressing interest in cross-functional or cross-site moves.
Learning Governance & Program Effectiveness
* Own the enterprise learning governance framework: which programs are mandatory, which are optional, and the standards that
define what a qualified learning program looks like at Chromalloy. Vendor and content decisions for specific programs are owned
by the business leader; you set the standards they must meet.
* Own the learning architecture standards for the LMS — taxonomy, program categorization, completion criteria, and the reporting
framework that connects learning data to performance and talent decisions. Day-to-day LMS operations are owned by HR Shared
Services.
* Govern psychometric and leadership assessment tool governance — which tools Chromalloy uses, who is certified to administer
them, and how results are used in development planning.
* Partner with People Analytics to build the talent and learning dashboard — one integrated view of development investment,
program participation, internal mobility, and succession bench depth.
Qualifications:
* 8+ years of progressive HR experience with at least 5 years in talent management, leadership development, or learning and
development — in a manufacturing, aerospace, MRO, or technically complex industrial environment strongly preferred.
* Demonstrated experience designing and launching enterprise development programs from concept — internship programs, rotational
programs, leadership curricula, mentoring programs. Not managing inherited programs.
* Experience identifying, applying for, and managing government training funding or employer training tax credits — DOL programs,
state workforce development boards, apprenticeship subsidies, or industry-specific training funding.
* Experience designing enterprise mentoring and employee engagement programs — program structure, matching methodology, and
sustained governance.
* Deep expertise in career path architecture and internal mobility framework design.
* Strong partnership and influencing skills — this role succeeds only if HR Business Partners, HR Managers, and business leaders
trust and use what you build.
* Experience with psychometric and leadership assessment tools (e.g., Hogan, DiSC, Leadership Challenge) — facilitator or
administrator certification preferred.
* Excellent facilitation skills — comfortable designing and leading development sessions with senior leaders and executive
cohorts.
* Strong analytical capability — able to translate talent and learning data into program design decisions and executive-ready
insights.
* Proficiency with an enterprise HCM platform; ability to set learning architecture standards and partner on LMS execution and
learning data reporting.
* PHR, SPHR, ATD CPTD, or equivalent professional certification preferred. Executive coaching certification (ICF or equivalent)
is a differentiating asset.
* Bachelor's degree in Business, HR, Organizational Psychology, or a related field required. Master's degree strongly preferred.
Location: South Florida preferred; or US Eastern Time Zone remote with 30-40% global travel
Sista ansökan: 17 aug.Publicerad: 18 juli
