Director, Talent Development

The Director, Talent Development leads Indigo’s enterprise approach to learning, engagement and leadership development. The role designs and oversees the processes and programs that build leadership capability, prepare future talent, meet Indigo’s succession needs and support strong performance across the business.

Working closely with HR and business leaders, the Director turns business priorities into practical, scalable and measurable talent development solutions. This role brings strong expertise in how adults learn and grow at work, and designs learning and career development that enable employees to actively shape their own careers.

KEY PERFORMANCE MEASURES

• Talent Process Effectiveness| Embedding, adoption, and continuous improvement of the following HR processes: Performance, Potential, Succession, Learning
• Learning Impact | Efficient delivery of enterprise learning and talent initiatives. Launch of Indigo-U, LMS/LXP integration with current HRIS, learning adoption and improvement in on-the-job performance as evidenced by manager input and KPI alignment
• Employee Survey Results | improved response to questions pertaining to development, growth, and leader effectiveness
• Leadership & Succession Readiness | deeper and more ready bench strength for critical roles; quality of succession slates and readiness movement over time

KEY ACCOUNTABILITIES

Strategy

• Lead Indigo’s integrated Talent Development strategy, ensuring learning & development and talent management processes work together to build capability, drive performance, and support retention.
• Align learning and talent priorities to business strategy and future capability needs.
• Partner with HR and business leaders to identify future-critical skills and roles, informing workforce and succession planning.
• Contribute to annual planning, budgeting, and prioritization across the talent development portfolio.

Learning & Development

• Lead the evolution of Indigo‑U as a platform that supports enterprise capability-building priorities and employee‑driven learning and career exploration.
• Own the enterprise learning platform(s) (LXP/LMS), ensuring the technology is easy to use, relevant, and well‑supported.
• Lead the design of customized learning experiences and curricula grounded in adult learning principles, with clear goals, practice, and application on the job.
• Establish enterprise measurement practices for learning effectiveness and application, using data and feedback to demonstrate impact, insights and drive continuous improvement through talent and learning analytics.

Talent Management

• Lead the design and implementation of enterprise talent processes, including:
  • performance enablement and development planning
  • talent reviews and calibration
  • succession planning and critical role identification
  • leadership and high-potential development
  • career development frameworks and tools
• Ensure these processes help employees understand their strengths, development needs, and career options, and support leaders in meaningful development conversations.
• Lead change and adoption efforts when talent practices are introduced or updated.

Employee Engagement

• Develop enterprise engagement strategies that address identified needs and strengthen the employee experience. Shape and lead execution of initiatives linked to the engagement strategy, including surveys and action planning, onboarding and offboarding feedback, and ad hoc feedback.
• Use engagement and feedback data to understand where employees want clearer growth paths, stronger development opportunities, or greater career mobility.
• Analyze results, turn them into clear insights, and partner with HR and leaders to create action plans.
• Support leaders and HR Business Partners with tools and communications to share engagement results and drive meaningful action.

Leadership

• Lead and develop the Talent Development team with clear goals, accountability, and support.
• Coach and advise senior leaders on talent development, leadership effectiveness, and change.
• Partner closely with HR Business Partners to ensure talent processes support growth, retention, and readiness.
• Stay current on learning and talent trends and apply what is relevant to Indigo’s context.
• Partner with the business to ensure talent development programs are customer-centric.

Cultural

• Model Indigo’s Guiding Principles.
• Foster a culture of continuous learning and development.
• Keep the employee experience at the center of learning and talent programs.

KEY RELATIONSHIPS

Reports to: Chief People Officer

Manager once Removed (MOR): CEO

Internal:

• HR Business Partners
• Business and functional leaders
• IT teams supporting learning systems and analytics
• Internal communications and change management

External:

• Learning and leadership development partners and vendors
• Professional Networks and Industry Associations