Director, Talent Performance

About

Bloomingdale's makes fashion personal and fun, aspirational yet approachable. Our mission is to guide and inspire our customers to make style a source of creative energy in their lives. We will always strive to make Bloomingdale's like no other store in the world. Everyone plays a critical role to bring our mission to life. Regardless of position, we believe all colleagues have a voice and access to share their thoughts with every level of leadership. Our colleagues are passionate, driven, entrepreneurial and collaborative. We welcome and embrace diversity of background, thought and opinion while having a lot of fun along the way.

Job Description

The Director of Talent Management will be responsible for the management, creation and modernization of our key life-cycle strategies and framework in support of our mission and business goals to build high performing teams. This Director will further our talent and performance culture by leading strategies for talent reviews, succession planning, employee listening, and skills and competencies across the organization. The Director will be responsible for the discovery, design, implementation, and adoption of all practices through strong collaboration with the HR community of business partners and leaders to create an impactful experience for People Leaders and colleagues.

Talent Management, Succession Planning & Workforce Readiness

• Design, implement, and continuously modernize the talent management approach, ensuring alignment to business strategy, culture, and values to move the business towards continued growth, innovation, and improvement.
• Lead the annual talent review and succession planning processes, including identifying critical roles, assessing bench strength, leading executive committee reviews, and driving readiness plans for future leadership needs. Ensure consistency, fairness, and actionable outcomes across the organization.
• Design and manage a strategy for regular talent reviews and development action planning with the executive committee and functional teams to ensure long term talent strategies and development plans are actualized.
• Partner with HRBPs and leaders to translate business priorities into talent strategies that build capability, improve performance, and strengthen leadership pipelines.
• Partner with Macy's to ensure alignment with enterprise strategies, HR systems, timelines and outcomes.
• Conduct in-depth data analytics in partnership with HRBPs to understand key themes, opportunities and gaps for developing talent and the leadership pipeline.
• Partner with executives and HRBPs to create succession strategies that proactively mitigate talent risks, strengthen leadership depth, and create accountability and ownership for people leaders.

Employee Listening & Engagement

• Collaborate and contribute to the design and development of the enterprise colleague end-to-end listening strategy, including annual surveys, pulse checks, and focus groups, ensuring insights are translated into clear business actions.
• Manage the annual pulse survey, including the communication strategy, response rate, action planning strategy, people leader accountability, results templates and company-wide approach to acknowledge and address insights on an on-going basis.
• Provide data-driven analysis and recommendations to leadership on colleague engagement, retention, and organizational health trends.
• Partner with HRBPs and business leaders to design and implement targeted engagement and culture-building initiatives.

Skills & Competencies

• Build and maintain an enterprise-wide skills and competency framework based on operating principles and behaviors that drive business performance and inform learning & development offerings.
• Partner with talent development, HR tech, HRBPs and business leaders to integrate skills frameworks into talent reviews and succession planning, learning courses, and performance discussions.
• Enable leaders to use skills data to drive hiring, promotion, and development decisions.

General:

• Education/Experience: Bachelors or equivalent with 9-11 years in talent management and development, or HR strategy.
• Proven experience leading impactful enterprise-wide talent management practices including talent reviews, succession planning, skills assessment and employee listening.
• Strong analytical skills with ability to analyze root cause of problems, interpret data, identify insights, create measurable solutions, and create accountability frameworks with people leaders.
• Expertise in program management, change management, and executive communication.
• Strong business acumen and ability to connect talent practices and actions to organizational goals.
• Experience embedding diversity, equity, and inclusion into performance and talent processes.
• Creates strong partnership between Talent COE team and the HR Business Partners to manage stakeholders, conduct needs assessments, design, plan for implementation, deliver, and evaluate solutions and interventions that foster alignment and further the organization's talent strategies.

Competencies:

• Influences and leads peers and stakeholders without formal authority.
• Has a growth mindset and supports personal and team members' development, seeking learning opportunities, and approaching challenges as growth opportunities.
• Builds trust through meaningful partnerships, understanding needs, and clear communication.
• Drives excellence by setting a high bar and ambitious goals, giving and acting on feedback, solving problems proactively, and maintaining objectivity and performance under pressure.
• Listens and engages with colleagues to understand their perspectives and needs.
• Fosters an inclusive environment that values each person's unique strengths, background, and perspectives.
• Thinks creatively and drives innovation. Looks towards the future and is able to leverage historical learnings and processes to evolve, but not dictate, new and existing solutions.