Talent Director Jobs
Talent Director jobs are open across entertainment, corporate, and nonprofit sectors, covering specializations in talent acquisition, artist management, and workforce development, from manager-level to VP and executive roles. Scan the live roles below and apply to whichever ones fit.
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Showing 5 of 193+ Talent Director jobs
Why Ryan?
- Flexibility Built for Life: Hybrid and remote work options, depending on the role
- Benefits Starting Day One: Health, dental, and vision coverage effective on your first day for you and your eligible dependents
- Support for Growing Families: 14 weeks of 100% paid leave for new parents, including adoption, plus access to a fertility assistance program
- Time to Recharge: Generous paid time off and eligibility for a four-week, company-paid sabbatical after five years of service
- Investing in Your Future: 401(k) employer match and tuition reimbursement after one year of service
- Fitness Reimbursement: Choose a monthly gym membership or eligible home fitness equipment reimbursement
- An Award-Winning Workplace: Join a culture recognized for its team member experience
The Director, Strategic Talent Business Partners – Technology is a highly visible, hands-on, customer-focused position responsible for leading the People Group function in support of Ryan’s technology organization. The Director serves as the primary strategic talent partner to senior technology leaders and is responsible for the business partner model across technology functions, including 1) Talent Management, 2) Employee Relations, 3) Rewards and Recognition, 4) Employee Communications, 5) Policy and Procedure Development and Administration, 6) Compensation, 7) Immigration, 8) Compliance, 9) Metrics and Reporting, and 10) Workforce and Organizational Planning. This position is highly collaborative and works closely with other People Group functions, as well as Technology, Finance, and business leadership.
Duties and responsibilities, as they align to Ryan’s Key Results
People:
Oversees the management of employee relations and grievance issues including investigation, documentation, and resolution.
In partnership with Legal, oversees immigration and the coordination of expatriate assignments and employment visas.
Develops and maintains workforce, talent, and succession plans for the technology organization, with particular focus on critical technical roles, emerging capabilities, and leadership pipelines.
Develops and maintains strong communication and presentation skills, with the ability to speak comfortably and professionally to individuals and groups.
Responsible for selection, evaluation, and supervision of direct reports.
Client:
Oversees the HR Business Partner model for the technology organization, ensuring strong partnerships are in place with technology leaders to identify and coordinate appropriate and effective strategies related to organizational design, workforce planning, integration, talent management, employee relations, jobs, compensation, rewards and recognition, People Group policies and procedures, and other People Group functions.
Ensures effective and efficient processes are in place to support all aspects of the employee life cycle, including, but not limited to, new employee on-boarding, status changes, transfers, promotions, and departures within Workday.
Partners closely with Technology leadership to understand business strategy, operating models, product and platform priorities, and evolving skill requirements, translating those needs into practical talent and organizational strategies.
Advises leaders on attracting, developing, engaging, and retaining technology talent, including professionals across software engineering, product, data and analytics, infrastructure, cybersecurity, architecture, and related technical disciplines.
Value:
Plans, develops, and implements effective and leading-edge human resource strategies, tools, processes, and programs to support Ryan’s technology strategy and position as the leading global tax consulting firm in a highly competitive market.
Oversees the development, implementation, and ongoing administration of employee life cycle programs, including performance evaluation, merit and promotion, and goal setting processes.
In collaboration with Technology and People Group partners, ensures effective use of Workday and other technological platforms to improve and scale talent management and People Group processes, always looking for ways to increase efficiency, effectiveness, and the employee experience.
Ensures the Firm’s compliance with all aspects of country, federal, state, and local employment law; staying abreast of new regulations and making recommendations regarding compliance.
Develops and maintains strategic talent business partner KPIs and management reports that provide meaningful, actionable dashboard data to executive and technology leadership, including insights related to workforce capacity, critical skills, attrition, succession, engagement, and organizational health.
Other duties as assigned.
Education/Experience:
Bachelor’s degree in Human Resources or a related field required, with at least eight to 10 years of progressively responsible human resources management experience in a domestic and international environment. Significant experience supporting technology organizations is required, preferably within a large, complex, high-growth, or global technology company. Demonstrated experience partnering with senior leaders across software engineering, product, data and analytics, infrastructure, cybersecurity, or other technical functions is strongly preferred.
Computer Skills:
To perform this job successfully, an individual must have advanced skills in Microsoft® Word, Excel, Outlook, and PowerPoint. Experience with Workday or a comparable enterprise HRIS is preferred. Familiarity with workforce analytics, organizational planning tools, and technology talent market data is strongly preferred.
Certificates and Licenses:
PHR certification required; SPHR certification preferred.
Supervisory Responsibilities:
Directly supervises employees on the STBP team and carries out supervisory responsibilities in accordance with the Firm’s policies and applicable laws. The role is also responsible for effectively collaborating with senior technology leaders, People Group partners, and a variety of internal stakeholders to successfully perform the essential functions of the position.
Work Environment:
Standard indoor working environment.
Long periods of sitting while working at computer.
Occasional long periods of standing.
Position requires regular interaction with employees at all levels of the Firm and interface with external vendors.
Independent travel requirement: 15-20%
Equal Opportunity Employer: disability/veteran
About Ryan
Build More Than a Career. Create Your Future.
Ryan is an award-winning global tax services and software provider and the only global-scale specialist in business tax. We combine deep tax expertise with consulting, technology, advocacy, and compliance solutions to solve complex challenges and help clients pay only what they owe, freeing capital to invest, grow, and thrive.
At Ryan, team members contribute to meaningful work for many of the world’s most respected organizations. From day one, you’ll have opportunities to solve complex problems, build deep expertise, take ownership of your work, and make a measurable impact while growing at the speed of your own ability.
Our high-performance, people-first culture is supported by the acclaimed myRyan work environment. You’ll have the freedom to innovate, grow professionally and personally, and benefit from support that adapts to your life. Our flexible work philosophy, commitment to work-life success, and comprehensive benefits help you perform at your best. And with a team invested in your success, your contributions are recognized and celebrated.
It’s a culture built to empower you to accelerate, transform, and win—together.
Why Ryan?
- Flexibility Built for Life: Hybrid and remote work options, depending on the role
- Benefits Starting Day One: Health, dental, and vision coverage effective on your first day for you and your eligible dependents
- Support for Growing Families: 14 weeks of 100% paid leave for new parents, including adoption, plus access to a fertility assistance program
- Time to Recharge: Generous paid time off and eligibility for a four-week, company-paid sabbatical after five years of service
- Investing in Your Future: 401(k) employer match and tuition reimbursement after one year of service
- Fitness Reimbursement: Choose a monthly gym membership or eligible home fitness equipment reimbursement
- An Award-Winning Workplace: Join a culture recognized for its team member experience
The Director, Strategic Talent Business Partners – Technology is a highly visible, hands-on, customer-focused position responsible for leading the People Group function in support of Ryan’s technology organization. The Director serves as the primary strategic talent partner to senior technology leaders and is responsible for the business partner model across technology functions, including 1) Talent Management, 2) Employee Relations, 3) Rewards and Recognition, 4) Employee Communications, 5) Policy and Procedure Development and Administration, 6) Compensation, 7) Immigration, 8) Compliance, 9) Metrics and Reporting, and 10) Workforce and Organizational Planning. This position is highly collaborative and works closely with other People Group functions, as well as Technology, Finance, and business leadership.
Duties and responsibilities, as they align to Ryan’s Key Results
People:
Oversees the management of employee relations and grievance issues including investigation, documentation, and resolution.
In partnership with Legal, oversees immigration and the coordination of expatriate assignments and employment visas.
Develops and maintains workforce, talent, and succession plans for the technology organization, with particular focus on critical technical roles, emerging capabilities, and leadership pipelines.
Develops and maintains strong communication and presentation skills, with the ability to speak comfortably and professionally to individuals and groups.
Responsible for selection, evaluation, and supervision of direct reports.
Client:
Oversees the HR Business Partner model for the technology organization, ensuring strong partnerships are in place with technology leaders to identify and coordinate appropriate and effective strategies related to organizational design, workforce planning, integration, talent management, employee relations, jobs, compensation, rewards and recognition, People Group policies and procedures, and other People Group functions.
Ensures effective and efficient processes are in place to support all aspects of the employee life cycle, including, but not limited to, new employee on-boarding, status changes, transfers, promotions, and departures within Workday.
Partners closely with Technology leadership to understand business strategy, operating models, product and platform priorities, and evolving skill requirements, translating those needs into practical talent and organizational strategies.
Advises leaders on attracting, developing, engaging, and retaining technology talent, including professionals across software engineering, product, data and analytics, infrastructure, cybersecurity, architecture, and related technical disciplines.
Value:
Plans, develops, and implements effective and leading-edge human resource strategies, tools, processes, and programs to support Ryan’s technology strategy and position as the leading global tax consulting firm in a highly competitive market.
Oversees the development, implementation, and ongoing administration of employee life cycle programs, including performance evaluation, merit and promotion, and goal setting processes.
In collaboration with Technology and People Group partners, ensures effective use of Workday and other technological platforms to improve and scale talent management and People Group processes, always looking for ways to increase efficiency, effectiveness, and the employee experience.
Ensures the Firm’s compliance with all aspects of country, federal, state, and local employment law; staying abreast of new regulations and making recommendations regarding compliance.
Develops and maintains strategic talent business partner KPIs and management reports that provide meaningful, actionable dashboard data to executive and technology leadership, including insights related to workforce capacity, critical skills, attrition, succession, engagement, and organizational health.
Other duties as assigned.
Education/Experience:
Bachelor’s degree in Human Resources or a related field required, with at least eight to 10 years of progressively responsible human resources management experience in a domestic and international environment. Significant experience supporting technology organizations is required, preferably within a large, complex, high-growth, or global technology company. Demonstrated experience partnering with senior leaders across software engineering, product, data and analytics, infrastructure, cybersecurity, or other technical functions is strongly preferred.
Computer Skills:
To perform this job successfully, an individual must have advanced skills in Microsoft® Word, Excel, Outlook, and PowerPoint. Experience with Workday or a comparable enterprise HRIS is preferred. Familiarity with workforce analytics, organizational planning tools, and technology talent market data is strongly preferred.
Certificates and Licenses:
PHR certification required; SPHR certification preferred.
Supervisory Responsibilities:
Directly supervises employees on the STBP team and carries out supervisory responsibilities in accordance with the Firm’s policies and applicable laws. The role is also responsible for effectively collaborating with senior technology leaders, People Group partners, and a variety of internal stakeholders to successfully perform the essential functions of the position.
Work Environment:
Standard indoor working environment.
Long periods of sitting while working at computer.
Occasional long periods of standing.
Position requires regular interaction with employees at all levels of the Firm and interface with external vendors.
Independent travel requirement: 15-20%
Equal Opportunity Employer: disability/veteran
About Ryan
Build More Than a Career. Create Your Future.
Ryan is an award-winning global tax services and software provider and the only global-scale specialist in business tax. We combine deep tax expertise with consulting, technology, advocacy, and compliance solutions to solve complex challenges and help clients pay only what they owe, freeing capital to invest, grow, and thrive.
At Ryan, team members contribute to meaningful work for many of the world’s most respected organizations. From day one, you’ll have opportunities to solve complex problems, build deep expertise, take ownership of your work, and make a measurable impact while growing at the speed of your own ability.
Our high-performance, people-first culture is supported by the acclaimed myRyan work environment. You’ll have the freedom to innovate, grow professionally and personally, and benefit from support that adapts to your life. Our flexible work philosophy, commitment to work-life success, and comprehensive benefits help you perform at your best. And with a team invested in your success, your contributions are recognized and celebrated.
It’s a culture built to empower you to accelerate, transform, and win—together.
See All 193+ Talent Director Jobs
Find roles that match your experience and apply in just a few clicks.
Find Talent Director JobsTalent Director Job Market
Who's Hiring
Top Industries Hiring
- Education
- Media & Entertainment
- Technology & Software
- Distribution & Wholesale
- Mining & Natural Resources
What Employers Look For
The qualifications that appear most often in talent director jobs.
- 7 or more years of progressive talent acquisition or HR leadership experience
- Demonstrated experience building or scaling full-cycle recruiting programs
- Proficiency with applicant tracking systems and HRIS platforms
- Strong data fluency for workforce planning and reporting to executive leadership
- Experience partnering with C-suite and department heads on workforce strategy
- Bachelor's degree in human resources, business administration, or a related field
Tips for Your Talent Director Job Search
Quantify the talent programs you built
Hiring managers for talent director roles want to see outcomes, not responsibilities. Replace vague descriptions with concrete results: pipeline growth, time-to-fill improvements, or retention rate changes you drove. Numbers make your resume stand out at the director level.
Tailor applications to the org's talent model
A talent director at a 50-person startup runs very differently than one at a Fortune 500. Read each job description closely for whether they want someone to build from scratch or scale existing programs, then mirror that language in your cover letter.
Apply early to roles that fit
Migrate Mate lists talent director openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Highlight cross-functional leadership experience
Talent director roles almost always require influence without direct authority across HR, finance, and department heads. Surface specific examples where you shaped hiring decisions or workforce strategy across teams, not just within your own function.
Prepare a portfolio of talent initiatives
Unlike individual-contributor roles, director-level interviews often include a strategy presentation or case study. Have two or three talent programs ready to walk through end-to-end, covering the business problem, your approach, and the measurable outcome.
Negotiate scope before you negotiate compensation
In final-round conversations, clarify headcount, budget authority, and reporting structure before accepting any offer. Ambiguity at the director level about what you actually own often causes early friction, so getting alignment in writing protects both sides.
Talent Director Jobs: Frequently Asked Questions
Which companies are hiring the most talent directors?
CBRE, Chick-fil-A Restaurants, and Marriott International are hiring the most talent directors right now, with openings concentrated in Texas, California, and New York, based on current listings on Migrate Mate as of November 2026. Demand tends to be highest at organizations undergoing rapid growth, restructuring, or digital transformation.
How many talent director jobs are remote?
About 80% of talent director openings are fully remote or hybrid as of November 2026, reflecting the broader shift in HR leadership toward distributed work. Roles focused on talent strategy, employer branding, and workforce analytics tend to offer more location flexibility than those requiring regular on-site presence for executive stakeholder management.
How do you become a talent director?
Most talent directors move up through HR generalist, recruiter, or talent acquisition manager roles, building progressively broader ownership over hiring programs. The path typically involves leading a team, owning a full recruiting function, and demonstrating impact on retention or workforce planning. Earning credentials like SHRM-SCP or SPHR can strengthen your candidacy when competing for director-level openings.
Can you get a talent director job without director-level experience?
Yes, but you need to close the gap strategically. If your title has been manager or senior manager, emphasize any stretch assignments where you owned a talent function end-to-end, led cross-functional initiatives, or presented workforce recommendations to senior leadership. Smaller organizations and high-growth startups are more likely to promote based on demonstrated impact than title history.
What does the talent director interview process look like?
Most talent director interview processes include an initial recruiter screen, one or two rounds with HR leadership and cross-functional stakeholders, and a final presentation or case study where you walk through how you would approach a talent challenge for that organization. References from previous executives or business partners you influenced are commonly requested at the final stage.
Where can I find and apply to talent director jobs?
You can find and apply to talent director jobs on Migrate Mate, which lists current openings from across the United States in one place. Search the available roles, find the ones that match your background and goals, and apply directly to each listing that fits.
See All 193+ Talent Director Jobs
Find roles that match your experience and apply in just a few clicks.
Find Talent Director Jobs