Talent and Culture Client Delivery Director

About the role

Position Title: Talent and Culture Client Delivery Director Salary Range: Talent and Culture Client Delivery Director (Grade 19, Exempt). Annual salary range: $154,400 - $193,000. This range reflects the minimum to midpoint of the grade. Salary may exceed the midpoint and will commensurate with experience. Job Description Summary: The Talent and Culture Client Delivery Director is responsible for leading the development and execution of enterprise workforce planning strategies to ensure the organization has the right talent, in the right roles, at the right time. This role conducts workforce analysis and forecasting to identify current and future workforce needs, maintains an inventory of key roles and talent, and translates insights into actionable workforce, talent acquisition, development, and retention strategies. The Director designs and implements scalable systems and processes that support talent sustainability while ensuring compliance with applicable employment laws and regulations. Working closely with Talent and Culture partners and organizational leaders, this role strengthens the organization's ability to anticipate workforce trends, build internal capability, and support long‑term organizational effectiveness. Essential Duties and Responsibilities Develop key strategic insights based on external and internal information sources and develop and analyze complex resourcing scenarios to enable the development of the strategic workforce plan. Investigate complex hypotheses, using a wide range of HR data to diagnose underlying causes of key organizational issues and identify opportunities to enhance employee engagement and/or improve organizational performance. Design and manage the implementation of career planning methods and processes; clarify and respond to organizational needs and issues; and monitor and report on outcomes, initiating remedial actions where necessary. Contribute to the design and delivery of succession planning methods and processes; deliver elements of the technical design; plan and deliver job evaluation programs or ad hoc evaluations; and monitor outcomes and propose remedial actions, where appropriate. Develop internal communications plans and work collaboratively with other departments to improve internal relationships and to build strong understanding of regulation and registration requirements. Create multichannel future talent recruitment campaigns to attract large numbers of high-quality candidates; develop messaging that is tuned to values and aspirations of graduates/school leavers and is consistent with the employer brand and value proposition; identify relevant career fairs and cost-efficient media, social media, or other channels. Identify requirements for HR frameworks and tools for recruitment, performance management, development, career and succession planning, employee onboarding and offboarding, and retention of talent, within an important area of responsibility, to meet organizational needs. Enable the attraction, development, and retention of talent at a sustainable cost. Specify the design and manage development and implementation, ensuring compliance with external requirements and integration with the broader HR policy framework. Manage relationships with internal clients and act as a business partner to them, building high levels of professional credibility and mutual trust, and managing the deployment of appropriate internal and/or external resources to support in delivering organizational strategy and plans. Develop stakeholder engagement by identifying stakeholders; by finding out their needs, issues, and concerns; and by reacting to these needs, issues, and concerns to support the communication of organizational information and decisions. Contribute to the definition of organization structure by recommending reporting lines and roles and responsibilities, and identifying interfaces with other teams, to align with the structure of the broader function and corporate organization principles. Provide specialist advice on the interpretation and application of policies and procedures, resolving complex or contentious queries and issues and enabling others to take appropriate actions. Develop procedures and interpret and apply policy for area of expertise to achieve specified outputs, or advise the wider organization on application of policy, then monitor implementation of those procedures within the organization. Collaborate regularly with department managers and proactively identify future hiring needs for a given area. Attract and select candidates for mid-level and high-level jobs. Promote company's reputation as "best place to work." Monitor and apply HR recruiting best practices. Create recruitment campaigns to attract high-quality candidates; research the characteristics of key candidate target groups; develop messaging that is relevant and attractive to candidates and consistent with the employer brand and value proposition; identify re