Overview

Are you a current Associate? To be considered, you must submit your application through the internal Career Portal (Jobs Hub). Click here to access. Time Type:Full timeRemote Type:Job Family Group:Human ResourcesJob Description Summary: As Sr. Director, Talent & People Analytics, you will lead the development and execution of talent strategies that strengthen organizational performance, leadership capability, workforce readiness, and employee experience. You will oversee talent management, performance management, employee engagement, people analytics, succession planning, and workforce planning, translating workforce insights into scalable solutions aligned with Breakthru's business priorities.Leading the Talent & People Analytics team, you will partner closely with HR Business Partners, Total Rewards, and senior business leaders to strengthen leadership pipelines, anticipate workforce needs, and use data and market insights to inform talent decisions across the organization.This is a highly visible leadership role for someone who can balance strategic thinking with operational execution, building the processes, tools, and capabilities needed to develop a strong leadership pipeline, anticipate workforce needs, and foster an inclusive, high-performance culture across Breakthru.Job Description: This role follows a flexible hybrid schedule based in NY, NY. Job Responsibilities: Lead the development and execution of enterprise talent and people strategies that align performance, leadership capability, workforce needs, employee experience, and organizational effectiveness with Breakthru's business priorities. Provide strategic oversight, thought leadership, and recommendations across performance management, talent management, succession planning, employee engagement and culture, workforce planning, and people analytics. Translate internal data, external market insights, and leading practices into clear, actionable recommendations for HR and business leaders. Lead and develop the Talent & People Analytics team, setting priorities, building capability, and ensuring consistent, high-quality delivery across the function's portfolio. Own the design, governance, and continuous improvement of the annual performance management cycle, talent review, and succession planning processes. Develop the tools, communications, resources, and leader enablement needed to drive meaningful performance conversations, career development, and stronger leadership pipelines. Use performance, talent, and workforce data to evaluate the effectiveness and equity of talent processes; identify trends, risks, and opportunities; and recommend improvements to process design, policy, technology, and adoption. Establish and enhance people analytics capabilities, including dashboards, reporting, data governance, and analytic frameworks that provide leaders with timely insights into workforce composition, talent outcomes, engagement, turnover, performance, and succession readiness. Develop clear, compelling communications, training materials, toolkits, and leader resources that support adoption of talent and people processes across the organization. Other duties, as assigned by the jobholder's supervisor, may also be required Minimum Qualifications Bachelor's degree in related field and/or equivalent training and work experience. 10+ years of progressive experience in Human Resources, Talent Management, People Analytics, Organizational Effectiveness, or a related area, including significant experience leading enterprise talent programs and advising senior leaders. 5+ years of people leadership experience, including leading teams and complex, enterprise-wide initiatives in a matrixed organization. Strong communications skills, and the ability to drive programs and results in a matrixed environment. Strong analytical, problem solving and root cause identification skills. Demonstrated ability developing relationships and managing through influence. Utilize sound judgement a