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About the Role

The Director of Talent is a key leadership role responsible for developing and implementing strategies that attract, develop, engage, and retain talented employees at Lambda Legal. This role leads the organization's learning and development, career development, talent management, performance management, and talent acquisition strategies, serving as a strategic advisor to organizational leaders.

Responsibilities

Develop and implement an org-wide talent development strategy.
Conduct learning and development needs assessments and translate them into effective programs.
Design and oversee learning experiences across various formats.
Lead leadership, manager, professional skills, and emerging talent development initiatives.
Partner with managers and leaders to identify development needs and strengthen team and individual effectiveness.
Develop career development and internal mobility strategies.
Support succession planning and development of emerging and high-potential talent.
Manage external learning vendors, facilitators, coaches, and other development partners.
Oversee the organization's learning management system (LMS).
Establish measures of learning effectiveness and use data to assess impact.
Develop and maintain accessible learning and development resources.
Manage the talent development budget.
Promote awareness and effective use of professional development opportunities.
Build a culture of continuous learning, feedback, reflection, and professional growth.
Partner to develop and implement talent strategies aligned with Lambda Legal's mission.
Lead assessment of current and future staffing needs, identify talent gaps, and develop strategies to attract, develop, and retain talent.
Use talent data, workforce trends, and organizational insights to inform talent strategy.
Serve as a thought partner to leaders and managers on talent strategy and organizational effectiveness.
Own and manage the organization's performance management framework and annual performance review cycle.
Lead organization-wide processes for goal setting, performance reviews, ongoing feedback, and performance conversations.
Own and manage the performance management system, including configuration, workflows, and reporting.
Develop resources, tools, templates, and guidance for effective performance management.
Establish and communicate annual performance management timelines and expectations.
Monitor completion and effectiveness of key performance processes.
Advise and train supervisors and managers on performance management practices.
Support employees and managers in developing clear, measurable, and meaningful performance goals.
Facilitate performance calibration processes.
Participate in the annual labor-management performance review committee.
Analyze performance management data and trends.
Continuously evaluate and improve the performance management framework.
Partner to align recruitment priorities, workforce planning, talent pipelines, and hiring strategies.
Support the Talent Acquisition Manager's professional growth and leadership development.
Serve as a strategic advisor and escalation partner on complex recruitment matters.
Support the development and maintenance of equitable recruitment and selection practices.
Partner on position design, job descriptions, classification, and staffing structures.
Partner to strengthen onboarding practices and ensure new employees are equipped for success.
Evaluate onboarding feedback and outcomes and recommend improvements.
Partner on employee lifecycle initiatives.
Partner on strategies to strengthen employee engagement, retention, and the overall employee experience.
Lead employee listening strategies, including engagement surveys and pulse surveys.
Analyze employee feedback and engagement data and translate findings into actionable strategies.
Advise leaders and managers on practices that support engagement, retention, and team effectiveness.
Support organizational effectiveness initiatives.
Partner on succession planning and talent reviews.
Identify trends and opportunities to strengthen the employee experience and organizational capability.
Partner with leaders to ensure coordinated delivery of Talent programs and services.
Serve as a trusted subject-matter expert and advisor to organizational leaders.
Contribute to broader People & Culture strategy and initiatives.
Promote fair, equitable, inclusive, and consistent employment practices.
Participate in organizational leadership meetings and committees.

Requirements

8+ years of progressively responsible experience across talent development, learning and development, organizational development, performance management, talent acquisition, and/or related areas.
Demonstrated experience developing and implementing organization-wide learning, talent development, and talent management strategies.
Significant experience designing and leading leadership, manager, and professional development programs.
Experience with workforce planning, succession planning, talent reviews, organizational design, or organizational effectiveness.
Significant experience leading performance management programs and annual performance review cycles.
Experience developing and implementing recruitment and talent acquisition strategies.
Strong knowledge of adult learning, talent development, career development, performance management, and organizational effectiveness practices.
Demonstrated ability to advise, influence, and build trusted relationships with senior leaders, managers, and employees.
Strong ability to use talent data, metrics, and organizational insights to inform strategy and decision-making.
Strong project management, organizational, analytical, and problem-solving skills.
Ability to balance strategic thinking with hands-on execution in a dynamic, mission-driven environment.
Excellent facilitation, presentation, written, and verbal communication skills.
Demonstrated ability to build collaborative relationships across functions and levels of an organization.
Experience supervising, coaching, or developing staff.
SHRM-CP, PHR, or equivalent HR certification is preferred.
Training or certification in coaching, talent assessment, instructional design, or related disciplines is preferred.
Experience working in a nonprofit, advocacy, legal, or other mission-driven organization is preferred.
Experience working with geographically distributed or multi-state workforces is preferred.
Experience advancing DEIB through learning and development, talent acquisition, performance management, and talent development practices is preferred.
Embrace and champion Organizational Values and DEIB Philosophy Statement.
Commitment to fostering an inclusive, equitable, and supportive workplace.

Skills

Talent Development
Learning and Development
Organizational Development
Performance Management
Talent Acquisition
Adult Learning
Career Development
Organizational Effectiveness
Workforce Planning
Succession Planning
Talent Reviews
Organizational Design
Leadership Development
Manager Development
Professional Skills Development
Recruitment Strategy
Data Analysis
Metrics Interpretation
Project Management
Organizational Skills
Analytical Skills
Problem-Solving
Strategic Thinking
Hands-on Execution
Facilitation
Presentation Skills
Written Communication
Verbal Communication
Collaborative Relationship Building
Supervision
Coaching
Staff Development
DEIB Advancement

Location

New York, NY
Atlanta, GA
Dallas, TX
Chicago, IL
Los Angeles, CA
Washington, D.C.

Work Type

Hybrid
Full-time

Experience Level

8+ years of experience
Director level

Salary/Compensations

$130,000-$150,000

Benefits

Medical benefits that begin on your start date
Dental, Vision, and Life insurance
Short & Long-Term Disability plans
403(b) Retirement Plan (employer contribution and matching program)
Paid Vacation (15 Days)
Sick Leave (12 Days)
Personal Leave (3 Days)
Religious Observance Leave (3 Days)
Bereavement and Bereavement Anniversary Leave
Floating Holiday (1 Day)
12 paid holidays and 5 early office closures
Flexible Spending Account (FSA/DC FSA)
Commuter Benefits
Health Reimbursement Account
Annual professional development funds
$50 monthly mobile phone reimbursement
Summer Fridays from Memorial Day to Labor Day
Premium subscription to the Calm App
Paid sabbatical after 7 years of service (4 weeks for non-exempt, 8 weeks for exempt)

About the Company

Lambda Legal is a national advocacy organization committed to achieving full recognition of the civil rights for the LGBTQ+ community and everyone living with HIV through impact litigation, education, and public policy work.
Since 1973, Lambda Legal has used impact litigation and other advocacy tools to decriminalize same-sex relationships; challenge discrimination against LGBTQ+ people and people living with HIV in the workplace, in the home, in schools, in health care, and in the military; and protect LGBTQ+ families.
Clients are not charged for legal representation or advocacy, and Lambda Legal receives no government funding.
Headquartered in New York City, Lambda Legal also has regional offices in Los Angeles, Chicago, Atlanta, Dallas, and Washington, DC.
Believes that serving the full breadth of the LGBTQ+ and HIV communities requires cultural competency and enthusiasm for diversity of all kinds.
Prioritizes a proactive commitment to counteracting biases and their compounding effects, including biases based on race, religion, national origin, gender, disability, education, and class.

Equal Opportunity

Lambda Legal is committed to further building and maintaining a staff that reflects the full range of LGBTQ+, HIV-affected and allied communities, and is an equal opportunity employer.
Values a diverse workforce and an inclusive culture.
Encourages applications from all qualified individuals without regard to race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, marital status, citizenship or immigration status, disability, veteran status, record of arrest or conviction, or any other characteristic protected by applicable law.
Black people, Indigenous people, people of color, lesbian, gay, bisexual, queer, transgender and gender-diverse people, women, people with abilities in multiple languages, immigrants, people living with disabilities, protected veterans, and formerly incarcerated individuals and individuals living with HIV are all encouraged to apply.