Director, Global Talent & Learning

Director, Global Talent & Learning Chromalloy is a global leader in aerospace component repair and manufacturing, trusted by the world's leading commercial and military aviation programs. With operations across the United States, Europe, Asia, and the Middle East, our people are our competitive advantage. We are building the talent development infrastructure that will sustain that advantage — and this is the role that builds it. The Director, Global Talent & Learning is the enterprise owner of how Chromalloy develops its people — from interns entering the organization for the first time to senior leaders being prepared for the next level. The full portfolio includes: Internship Programs, Leadership and Functional Development Programs, an Early Career Rotational and Fast Track Program, enterprise Talent Mentoring, Employee Engagement strategy, Career Path Architecture, and a Government Relations and Training Credits function that offsets Chromalloy's development investment. Several of the programs in this portfolio do not yet exist. This is a builder role for someone who has designed and launched enterprise talent programs before — who can assess what is needed, build the architecture, secure approval, and deliver. If you are looking to manage inherited programs, this is not the right fit. KEY RESPONSIBILITIES Strategic Business Partnership Serve as the primary talent development thought partner to the CHRO and senior business leaders — bringing a point of view on the gap between Chromalloy's current leadership bench and what the business strategy demands in three years. Partner with HR Business Partners and HR Managers across all business units and geographies to identify development needs at the site and functional level — translating field-level signals into enterprise program design decisions. Participate in senior leadership talent reviews and succession calibration sessions; translate calibration outcomes into funded, time-bound development actions for identified high-potential and succession candidates. Assess enterprise-wide capability gaps using workforce data and external benchmarks; build the prioritized development agenda from what the data and the business actually need. Internship Program — Architecture & Governance Design, build, and own Chromalloy's enterprise Internship Program — the structured framework within which all business unit internships operate: minimum program standards, selection and placement process, structured learning objectives, manager enablement, and conversion-to-hire criteria. Partner with Talent Acquisition to build the sourcing pipeline: target university partnerships, on-campus engagement strategy, and the process by which intern candidates are identified, assessed, and placed across Chromalloy business units. Design the intern experience framework: structured project assignment methodology, manager orientation for intern supervisors, mid-program check-ins, program-end presentation format, and the structured evaluation that produces a conversion recommendation for every intern before the program ends. Connect the Internship Program directly to the Early Career Rotational and Fast Track pipeline — high-performing interns are the first feeder into the rotational program. Define and track Internship Program metrics: conversion-to-hire rate, manager satisfaction, offer acceptance rate, and one-year retention of converted interns. Leadership & Functional Development Programs Own the design, build, and governance of Chromalloy's enterprise development curriculum across two tracks: Leadership Development (programs for people who lead others, from first-line supervisor through senior leader) and Functional Development (programs that build deep professional capability within specific disciplines — Engineering, Finance, Operations, and others). Design and launch the enterprise sponsored High-Potential Leadership Development Program: nomination criteria, cohort design, executive sponsorship struct…