Director, Global Talent & Learning

About Chromalloy Corporation

Chromalloy is a worldwide leader in engineering and solutions, specializing in the aftermarket repair and manufacture of crucial aircraft engine and gas turbine components. Serving aerospace, energy, and defense sectors globally, Chromalloy develops and repairs turbine parts across many engine platforms. Employees at Chromalloy are driven, problem-solving professionals who embody company values and innovate cutting-edge solutions in a diverse work environment.

The company offers a comprehensive Total Rewards Program that includes medical, dental, vision, employee assistance programs, wellness incentives, 401(k) matching from the first day of employment, ongoing training and career development, paid time off—including parental leave from day one—and competitive compensation with eligibility for performance bonuses.

Role Overview

The Director of Global Talent & Learning leads the enterprise-wide strategy for employee development, overseeing programs from internships to senior leadership advancement. Key areas include designing internship programs, leadership and functional development curricula, early career rotational initiatives, talent mentoring, employee engagement strategies, career path frameworks, and government-funded training credit programs. This strategic role focuses on building programs from the ground up rather than managing pre-existing initiatives.

Key Responsibilities

• Act as the principal talent development advisor to the CHRO and senior executives by identifying leadership capability gaps and aligning learning strategies with business objectives over a 3-year horizon.
• Collaborate with HR teams across locations to diagnose site-specific and functional skills requirements and use these insights to shape enterprise learning programs.
• Engage in leadership talent reviews and succession planning to implement funded, time-sensitive development actions for high-potential individuals.
• Create and govern Chromalloy's enterprise Internship Program, including program standards, selection, placement, structured learning, and conversion-to-hire processes, working closely with Talent Acquisition for university partnerships and pipeline development.
• Develop leadership and functional development programs encompassing leadership tracks from supervisors to senior leadership and specialized skill-building initiatives aligned with business needs.
• Establish a new Early Career Rotational and Fast Track Program for emerging leaders, designing the framework, selection criteria, rotation schedules, and success metrics.
• Design and oversee talent mentoring programs pairing emerging leaders with senior mentors and engage in enterprise-wide employee engagement strategy development, survey governance, and recognition initiatives.
• Manage relationships and processes with government agencies to secure workforce development funding, training credits and grants; maintain compliance and reporting for these programs.
• Construct and maintain an enterprise career path framework, ensuring alignment with compensation frameworks and supporting meaningful career conversations and internal mobility visibility.
• Lead enterprise learning governance to define program standards, LMS taxonomy and utilization, psychometric assessment governance, and collaborate with People Analytics on talent and learning data dashboards.

Qualifications

• Minimum 8 years of progressive HR experience, including 5+ years specializing in talent management, leadership development, or learning and development, preferably within manufacturing, aerospace, MRO, or similarly technical industries.
• Proven success in designing and implementing enterprise-wide development programs from inception, including internship and rotational programs, leadership paths, and mentoring systems.
• Experience with government workforce development programs including grants, apprenticeships, and tax credit management.
• Strong background in employee engagement program design and career path architecture.
• Ability to forge trusted partnerships with HR Business Partners, HR Managers, and business leaders to ensure program adoption and impact.
• Familiarity with psychometric and leadership assessment tools, with facilitation or certification preferred.