Directeur de la gestion et du développement des talents

At Landis+Gyr, we're helping shape the future of energy-making it more intelligent, resilient, and sustainable. As a global energy technology leader, we're accelerating the energy evolution through purposeful innovation and trusted partnerships. Trusted by more than 2,000 utilities worldwide, our intelligent solutions connect devices, data, and decisions across the grid, helping customers modernize infrastructure, optimize operations, and deliver energy that is more reliable, resilient, accessible, safe, and sustainable. Behind every solution is a team of approximately 3,300 employees across more than 40 countries who are passionate about solving complex challenges, driving innovation, and making a meaningful impact for our utility customers and the communities they serve. Join Team Green and help shape the future of intelligent energy.Position Summary The Director, Talent Management & Development will lead the development and implementation of an integrated enterprise strategy for talent management, employee development, and organizational capability. Reporting to the Chief People Officer, this role will help ensure Landis+Gyr has the talent, skills, leadership capacity, and workforce readiness required to execute its business strategy and support future growth. This is a hands-on role requiring both strategy and execution. Initially, the role will personally lead the design and implementation of core talent and learning practices while working through HR Business Partners, business leaders, functional experts, and external partners. This role is also expected to build and lead a lean Talent Management and Development team. Key Responsibilities Develop and implement an integrated enterprise talent and learning strategy aligned with business priorities, future capability requirements, and the company's evolving operating model. Build a connected talent framework that brings together performance management, talent reviews, succession planning, career development, internal mobility, workforce planning, and learning. Lead enterprise talent reviews, calibration, and succession planning for critical leadership and business-critical roles, creating greater visibility into talent strength, successor readiness, capability gaps, retention risk, and organizational exposure. Partner with senior leaders and HR Business Partners to translate talent insights into meaningful actions, including development, movement, retention, knowledge transfer, and selective external hiring. Build and implement an enterprise learning strategy addressing professional, functional, technical, managerial, leadership, and future-skill development across the organization. Establish a disciplined approach to identifying capability needs and converting them into prioritized learning roadmaps, curricula, development pathways, academies, and targeted interventions. Partner with functional leaders and subject-matter experts to develop scalable learning solutions while maintaining clear business ownership for technical and functional capability. Lead the evolution of performance management and strengthen manager capability in goal setting, feedback, coaching, development planning, talent differentiation, and performance accountability. Build career-development and internal-mobility practices that give employees greater visibility into growth opportunities, required capabilities, and potential career paths across the organization. Define the leadership and management capabilities required for future success and build targeted development solutions for new managers, experienced people leaders, directors, senior leaders, and succession candidates. Establish talent and learning measures that provide leaders with actionable insight into succession strength, internal movement, capability development, program effectiveness, and workforce readiness. Lead the implementation and continuous improvement of talent and learning technologies, content, external partnerships, and investments, ensuring resources are directed toward the company's most important capability priorities. Build commitment and accountability among leaders for developing talent, strengthening capability, and applying learning in the workplace. Qualifications Required Bachelor's degree in Human Resources, Organizational Development, Business, Psychology, Education, or a related field. At least 10 years of progressive experience across Talent Management, Learning & Development, Organizational Development, or related disciplines. Meaningful experience in both Talent Management and enterprise Learning & Development, with clear depth in at least one discipline and demonstrated accountability across the other. Demonstrated experience designing and implementing an enterprise learning or capability-building strategy. Experience designing and implementing development solutions for multiple employee populations, including professional, functional, managerial, and leadership audiences. Strong understanding of adult learning, experiential development, curriculum architecture, program design, and learning evaluation. Experience partnering with senior executives and facilitating consequential talent discussions. Demonstrated ability to build new practices, programs, and operating models in an evolving organization. Strong project leadership, facilitation, consulting, communication, and change-management capabilities. Ability to use talent and learning data to identify needs, establish priorities, and evaluate results. Experience working in a global, matrixed organization. Critical Leadership Capabilities The successful candidate will be: A talent strategist: Connects business priorities with succession, capability, performance, development, and workforce decisions. A learning architect: Builds an enterprise development strategy and portfolio rather than relying on a collection of courses. A hands-on builder: Can personally design, implement, and improve practices while the team and infrastructure mature. A credible advisor: Influences senior leaders and challenges assumptions with sound judgment, evidence, and business perspective. An integrator: Connects Talent Management and Learning & Development rather than allowing them to operate as separate processes. A pragmatic operator: Prioritizes effectively and introduces fit-for-purpose solutions without overengineering. A strong facilitator: Leads candid succession, calibration, capability, and development discussions with confidence. An outcomes-oriented leader: Measures success through stronger capability, readiness, movement, and performance, not the volume of activity. As a part of the Landis+Gyr family, employees are offered a comprehensive and competitive package of benefits including medical, dental and vision coverage, life insurance, and a 401(k)-retirement plan featuring a generous company match incentive. Additionally, we offer three (3) weeks of Paid Time Off (PTO) as well as eleven (11) paid holidays. We also offer a tuition reimbursement program, optional pet insurance, supplemental medical coverage and a host of other perks to ensure the health, wellness, and enrichment of our team members. Pay is in the range of $165,000 - $185,000 per year. The actual base salary offered depends on a variety of factors, which may include, as applicable, the qualifications of the individual applicant for the position, years of relevant experience, specific and unique skills, level of education attained, and certifications or other professional licenses held. All candidates are encouraged to apply. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. We're committed to shaping a better future for everyone. Join Team Green and be part of what's next in energy. #TeamGreen