Director, Talent Practices (Hybrid - Acton, MA)

Job Summary Job Title: Director, Talent Practices​ Position Overview​ ​ The Director, Talent Practices is a global leadership role reporting to the VP, Talent and serving on the Talent Center of Excellence Leadership Team. This role is responsible for shaping and advancing Insulet's talent practices to build the leadership, organizational, and workforce capabilities required for future growth.​ ​ As a strategic partner to senior business leaders, HR Business Partners, and the Talent COE, the Director will design and evolve integrated talent practices that strengthen succession, leadership development, talent reviews, performance excellence, and workforce effectiveness across the enterprise. The role will help translate business strategy into talent priorities, enabling leaders to make informed talent decisions and build diverse, high-performing teams.​ ​ This leader will drive the execution and continuous evolution of Insulet's global talent strategy, ensuring talent practices are scalable, data-informed, inclusive, and aligned with the organization's future needs. The role also provides leadership for Insulet's Inclusion and Belonging Council, fostering a culture where employees can thrive, contribute, and achieve their full potential.​ ​ Success in this role requires strong executive presence, strategic thinking, influence, and the ability to balance long-term capability building with disciplined execution. The ideal candidate is a forward-looking leader who can anticipate emerging talent trends, challenge conventional thinking, and deliver meaningful business impact through people.​ ​ Primary Areas of Accountability​ Talent Management Strategy​ Succession Planning & Leadership Readiness​ Talent Reviews & Calibration​ Performance Management​ Career Pathing & Internal Mobility​ Inclusion & Belonging​ Talent Analytics & Workforce Insights​ Talent Technology & AI Enablement​ Executive Talent Reviews​ Talent Governance & Process Excellence​ Team Leadership & Vendor Management​ ​

 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