Job Posting End Date

06-19-2026

Please note the job posting will close on the day before the posting end date.

Job Summary

The Director, Talent Management provides enterprise leadership for the strategy, governance, and execution of talent management programs that build a strong leadership pipeline and strengthen workforce capability. This role partners with senior business leaders, Business HR, and HR COEs to set standards, drive adoption, and ensure measurable impact across succession planning, performance enablement, and leadership development. The Director leads a team and manages program portfolio priorities, budgets, and vendor partnerships to deliver scalable, high-quality solutions.

Job Description

Make a big impact!

Shape the future of talent across the enterprise!

• Lead enterprise-wide talent programs that power business performance, elevate the employee experience, and help shape how talent grows at AEP— (e.g. talent review and succession, onboarding, employee listening, performance enablement, and career development.)
• Set the direction for success by defining clear scorecards, measuring outcomes, and translating insights into meaningful improvements that keep programs relevant, modern, and high impact.
• Build and drive ambitious roadmaps that move talent processes forward—balancing speed, priorities, and resources to deliver real enterprise value.
• Partner across HR to ensure seamless integration with Workday enablement, manager and employee experience, communications, and change management.
• Oversee external partner strategy, including selection, contracting, performance management, and value realization.
  
  
  
  

Influence senior leaders and move the business forward!

• Serve as a trusted thought partner to Business HR leaders, helping turn business priorities into practical, high-impact talent strategies that accelerate results.
• Bring people together across HR COEs, HRIS/IT, Legal, Compliance, and Communications to build momentum, drive adoption, and create enterprise-wide consistency.
• Deliver executive-ready recommendations with confidence and clarity, helping senior leaders navigate opportunities, risks, and next steps.
  
  
  
  

Lead a team and build what’s next!

• Inspire, coach, and develop a high-performing team of talent professionals by setting a clear vision, building capability, and creating a culture of accountability and growth.
• Lead day-to-day operations with excellence—managing budgets, staffing, and priorities while delivering a strong internal customer experience.
  
  
  
  

Use insight to spark continuous improvement!

• Own program analytics and reporting, monitoring participation, quality, and outcomes to inform decisions and improve results.
• Drive continuous improvement by standardizing processes, simplifying tools and resources, and strengthening service delivery across the enterprise.
• Leverage employee feedback, internal listening channels, and external best practices to evolve programs and enhance effectiveness.
• Maintain strong data integrity, documentation, and audit readiness across enterprise talent processes.
  
  
  
  

Who Thrives Here:

You’re a strategic, enterprise-minded talent leader who knows how to turn vision into action. You bring strong business acumen, executive presence, and a passion for building scalable solutions that make organizations stronger, leaders better, and employee experiences more meaningful.

Education:

• Bachelor’s degree required
• Master’s degree preferred (OD, HR, I/O Psychology, Adult Learning, or MBA).
  
  
  
  

Experience:

• 12+ years of progressive experience in talent management, organizational development, or HR, including enterprise program or portfolio leadership.
• Proven success leading work through others in a center-of-excellence model.
• Demonstrated experience designing and scaling enterprise talent solutions that drive measurable business value.
• Strong executive presence with the ability to influence across business units and HR COEs while setting standards and measuring enterprise impact.
  
  
  
  

Preferred qualifications:

• HR Generalist/Business Partner experience
• Enterprise succession planning and talent review leadership
• Career and professional development expertise
• Strong analytics and governance experience
• Change leadership and enterprise communications expertise
• Relevant certifications preferred (SHRM-SCP/SPHR, PMP, Prosci)
  
  
  
  

Compensation Data

Compensation Grade:

SP20-011

Compensation Range:

$160,434.00 - $208,565.50

The Physical Demand Level for this job is: S – Sedentary Work: Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time) and/or a negligible amount of force frequently. (Frequently: activity or condition exists from 1/3 to 2/3 of the time) to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.

Hear about it first! Get job alerts by email. Log in to your Candidate Home Account today! If you don't have an account, you can create one.

It is hereby reaffirmed that it is the policy of American Electric Power (AEP) to provide Equal Employment Opportunity in all respects of the employer-employee relationship including recruiting, hiring, upgrading and promotion, conditions and privileges of employment, company sponsored training programs, educational assistance, social and recreational programs, compensation, benefits, transfers, discipline, layoffs and termination of employment to all employees and applicants without discrimination because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, veteran or military status, disability, genetic information, or any other basis prohibited by applicable law. When required by law, we might record certain information or applicants for employment may be invited to voluntarily disclose protected characteristics.