Director, Talent Practices (Hybrid - Acton, MA)

Job Summary

Position Overview

The Director / Senior Director, Talent Practices is a global leadership role responsible for shaping and advancing Insulet’s enterprise talent practices so leaders can make better talent decisions, employees can grow, and the organization has the leadership and workforce capability required for future growth.

Reporting to the VP, Global Talent Management and serving as a member of the Talent Center of Excellence Leadership Team, this leader will set the strategy, governance, and operating model for core talent practices across the employee lifecycle. The portfolio includes succession planning, talent reviews and calibration, performance management, career pathing and internal mobility, University Relations and early career talent, talent analytics and workforce insights, talent technology and AI enablement, and executive talent reviews.

This role partners closely with senior business leaders, HR Business Partners, and Talent COE colleagues to translate business priorities into integrated, scalable talent practices. The leader will raise the quality and consistency of enterprise talent decisions while simplifying processes, strengthening accountability, and creating a more connected employee and leader experience.

The successful candidate will combine enterprise talent expertise, executive influence, strong business judgment, and disciplined execution. This is a builder role for a leader who can challenge legacy practices, use data and technology thoughtfully, and convert strategy into practical solutions with measurable impact.

Key Responsibilities

Enterprise Talent Strategy and Governance

·   Set and evolve the enterprise talent practices strategy, priorities, governance, standards, and annual talent agenda in alignment with business and workforce needs.

·   Create an integrated architecture across succession, performance, career growth, internal mobility, University Relations, and talent insights rather than operating each practice as a stand alone process.

·   Clarify decision rights, accountabilities, process standards, and measures of effectiveness across the Talent COE, HR Business Partners, and business leaders.

·   Continuously benchmark emerging talent practices and selectively translate external insights into approaches that fit Insulet’s strategy and culture.

Succession Planning, Talent Reviews and Executive Talent

·   Own the enterprise approach to succession planning, talent reviews, calibration, and leadership readiness, including the quality of talent discussions and decisions.

·   Partner with senior leaders and HR Business Partners to strengthen successor pipelines, identify talent risks, and convert talent review outcomes into specific development and movement actions.

·   Lead the design and preparation of executive talent reviews, ensuring leaders have clear, decision useful insights and follow through.

·   Improve the quality, consistency, transparency, and action orientation of talent decisions across the enterprise.

Performance Management

·   Own and continuously improve the enterprise performance management philosophy, process, and tools with a focus on clear expectations, meaningful differentiation, quality feedback, and stronger performance outcomes.

·   Partner with HR Business Partners and leaders to strengthen goal setting, calibration, performance conversations, and accountability.

·   Use employee, leader, and process data to identify friction and improve the experience without weakening rigor.

Career Growth and Internal Mobility

·   Set the enterprise direction for career pathing, career frameworks, and internal mobility so employees can better understand opportunities to grow and build meaningful careers at Insulet.

·   Develop scalable approaches that connect employee aspirations and capabilities with future workforce needs.

·   Partner across Talent Acquisition, Total Rewards, HR Business Partners, and Learning and Development to connect career growth, development, mobility, and workforce planning.

·   Establish measures that provide visibility into internal movement, career growth, and the health of internal talent pipelines.

University Relations and Early Career Talent

·   Set the enterprise strategy for University Relations and early career talent in alignment in concert with the TA Director to ensure future capability and workforce needs.

·   Partner closely with Talent Acquisition and business leaders to identify priority talent segments, disciplines, schools, and early career pipelines.

·   Shape an integrated approach to internships, co ops, campus partnerships, and other early career experiences that creates sustainable talent pipelines.

·   Connect University Relations to the broader talent strategy, including career pathways, internal mobility, workforce capability, and longer term succession needs.

·   Establish meaningful measures of pipeline health, conversion, retention, and business impact to continuously improve University Relations investments.

Talent Intelligence, Analytics, Technology and AI

·   Define the talent insights and analytics needed to improve enterprise talent decisions, identify risks, and measure outcomes.

·   Build a stronger fact base for succession, performance, career growth, mobility, and talent pipelines through clear metrics, dashboards, and executive insights.

·   Advance the thoughtful use of talent technology and AI to simplify work, improve transparency, and increase the quality and speed of talent decisions while maintaining appropriate governance.

·   Ensure strong talent data quality, definitions, and process discipline in partnership with HR technology, analytics, and shared administration resources.

Leadership, Partnership and Execution

·   Serve as a trusted advisor to senior leaders and HR leadership on enterprise talent priorities, risks, and decisions.

·   Lead, coach, and develop the Talent Practices team, creating clear accountability for strategic work, analytics, program leadership, and enterprise outcomes.

·   Partner across the Talent COE to ensure talent practices connect coherently with leadership development, organizational and workforce enablement, and portfolio operations.

·   Oversee selected external partners and vendors and ensure investments are focused on measurable business and talent outcomes.

Qualifications

·   12+ years of progressive experience in talent management, succession, performance management, career development, early career talent, organizational effectiveness, HR strategy, or related disciplines, with scope commensurate with level.

·   Significant experience designing and leading enterprise talent practices in a complex, global, matrixed organization.

·   Demonstrated experience partnering with senior executives and HR leaders on succession, talent reviews, performance, and critical talent decisions.

·   Strong command of talent strategy, succession planning, calibration, performance management, career frameworks, internal mobility, talent analytics, and talent pipeline management.

·   Experience with University Relations, early career talent strategy, or talent pipeline development preferred.

·   Demonstrated ability to redesign and scale enterprise processes, establish governance, and move from process completion to measurable talent and business outcomes.

·   Comfort using data, analytics, technology, and emerging AI capabilities to improve talent decisions and employee and leader experiences.

·   Exceptional executive communication, facilitation, stakeholder management, and influencing skills, including the ability to constructively challenge senior leaders.

·   Bachelor’s degree or equivalent experience required. Advanced degree in human resources, organizational psychology, business, organizational development, or a related field is preferred.

Critical Capabilities

·  Enterprise talent strategy:Connects business strategy, workforce needs, talent pipelines, and talent practices into a coherent enterprise agenda.

·  Executive influence and judgment:Builds credibility with senior leaders, surfaces difficult talent issues, and enables clear, evidence based decisions.

·  Systems thinking:Sees connections across succession, performance, careers, mobility, early career talent, development, and organizational capability.

·  Talent expertise:Brings depth in core talent practices and knows where consistency matters and where flexibility creates better outcomes.

·  Data informed decision making:Translates talent data into insight, implications, and action rather than reporting activity alone.

·  Design and simplification:Creates practical, scalable practices that strengthen rigor while reducing unnecessary complexity.

·  Change leadership:Builds stakeholder ownership and adoption for new talent practices, behaviors, and ways of working.

·  Pragmatic execution:Moves from strategy to decisions, implementation, measurement, and continuous improvement.

·  Team leadership:Sets a high bar, develops talent, and creates accountability for enterprise outcomes across a small expert team and broader partner network.

What Success Looks Like

Success is reflected in the quality of talent decisions and outcomes, not simply completion of talent processes. Leaders have stronger visibility to talent and succession risk. Critical roles have healthier pipelines. Performance decisions are clear and consistent. Employees have greater visibility to career opportunities and internal mobility. University Relations is building targeted early career pipelines connected to future workforce needs. Talent insights are trusted and used to drive action. Overall, Talent Practices becomes simpler, more scalable, more data informed, and better connected to the capabilities Insulet needs for future growth.

NOTE: This position is eligible for hybrid working arrangements and requires on-site work from an Insulet office. #LI-Hybrid

Additional Information:

Insulet Corporation (NASDAQ: PODD), headquartered in Massachusetts, is an innovative medical device company dedicated to simplifying life for people with diabetes and other conditions through its Omnipod product platform. The Omnipod Insulin Management System provides a unique alternative to traditional insulin delivery methods. With its simple, wearable design, the tubeless disposable Pod provides up to three days of non-stop insulin delivery, without the need to see or handle a needle. Insulet’s flagship innovation, the Omnipod 5 Automated Insulin Delivery System, integrates with a continuous glucose monitor to manage blood sugar with no multiple daily injections, zero fingersticks, and can be controlled by a compatible personal smartphone in the U.S. or by the Omnipod 5 Controller. Insulet also leverages the unique design of its Pod by tailoring its Omnipod technology platform for the delivery of non-insulin subcutaneous drugs across other therapeutic areas. For more information, please visit insulet.com and omnipod.com.

We are looking for highly motivated, performance-driven individuals to be a part of our expanding team. We do this by hiring amazing people guided by shared values who exceed customer expectations. Our continued success depends on it!

At Insulet Corporation 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.

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