Director, Talent Management

Director, Talent Management‑Leadership & Succession
The Director of Talent Management is responsible for designing, leading, and continuously improving the company’s enterprise talent management strategy. This role oversees succession planning, leadership development, and resulting employee development programs to ensure a strong, ready pipeline of leaders and critical talent aligned to business strategy, program execution, and long‑term growth.

Remote: This role is a US‑Remote‑Telework opportunity. US Citizenship is required.

Key Responsibilities
Succession Planning

Lead the enterprise succession planning framework for executive, senior leadership, and mission‑critical roles.

Facilitate annual and multi‑year succession reviews with the executive team and business leaders.

Assess readiness, risk, and development needs for key successors, track bench strength and gaps.

Partner with HRBPs and leaders to integrate succession outcomes into development plans and staffing decisions.

Talent Management & Performance

Own the talent review and assessment process, including identification of high‑potential and critical talent.

Design and manage enterprise talent programs (e.g., HiPo identification, accelerated development, internal mobility).

Ensure talent management processes align with performance management and workforce planning.

Use data and analytics to evaluate talent health, retention risk, and pipeline strength.

Stakeholder Partnership

Serve as a trusted advisor to senior leaders on talent strategy, readiness, and development investments.

Collaborate with Talent Acquisition to align external hiring with internal pipeline and succession needs.

Partner with HR Operations, Total Rewards, and DEI (if applicable) to ensure integrated talent practices.

Support change management and adoption of talent initiatives across the enterprise.

Governance, Reporting & Continuous Improvement

Establish governance, standards, and tools for talent management processes.

Develop and present talent metrics, dashboards, and insights to senior leadership.

Continuously benchmark and improve talent programs based on business outcomes and best practices.

Ensure compliance with applicable policies, regulations, and internal controls.

Qualifications
Required

15+ years of progressive HR experience, with significant experience in talent management, succession planning, and leadership development with a Bachelors degree in Human Resources, Business Administration, Organizational Development, or related field. Or 13+ years with a Masters degree.

Proven experience designing and leading enterprise‑level talent programs.

Strong facilitation, consulting, and executive communication skills.

Experience working with senior leaders in complex, matrixed organizations.

US Citizenship is required.

This role is approved for remote‑telework; you must live and work within the US.

Preferred

Master’s degree or relevant certifications (e.g., SPHR, SHRM‑SCP).

Experience in defense, government services, or other highly regulated environments.

Managerial Experience.

Experience supporting cleared or mission‑critical workforces.

Familiarity with talent assessment tools, leadership models, and learning platforms.

Key Competencies

Strategic workforce and talent planning

Executive presence and influence

Program design and change management

Data‑driven decision making

Collaboration and stakeholder management

Confidentiality and judgment

Reporting Relationship

Reports to: SVP, Global Talent

Works closely with: Executive leadership, HR Business Partners, Talent Acquisition, Learning teams

Compensation Details
210K – 225K + 20% Bonus

The compensation range or hourly rate listed for this position is provided as a good‑faith estimate of what the company intends to offer for this role at the time this posting was issued. Actual compensation may vary based on factors such as job responsibilities, education, experience, skills, internal equity, market data, applicable collective bargaining agreements, and relevant laws.

Benefits Overview

Health, dental, and vision insurance

Paid time off and holidays

Retirement benefits (including 401(k) matching)

Educational reimbursement

Parental leave

Employee stock purchase plan

Tax‑saving optionsDisability and life insurance

Pet insurance

Note: Benefits may vary based on employment type, location, and applicable agreements. Positions governed by a Collective Bargaining Agreement (CBA), the McNamara‑O'Hara Service Contract Act (SCA), or other employment contracts may include different provisions/benefits.

EEO Statement
Amentum is proud to be an Equal Opportunity Employer. Our hiring practices provide equal opportunity for employment without regard to race, sex, sexual orientation, pregnancy (including pregnancy, childbirth, breastfeeding, or medical conditions related to pregnancy, childbirth, or breastfeeding), age, ancestry, United States military or veteran status, color, religion, creed, marital or domestic partner status, medical condition, genetic information, national origin, citizenship status, low‑income status, or mental or physical disability so long as the essential functions of the job can be performed with or without reasonable accommodation, or any other protected category under federal, state, or local law. Learn more about your rights under Federal laws and supplemental language at Labor Laws Posters.

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