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Talent & Culture Director, North America and Global Functions
The Talent & Culture Director is responsible for leading the talent management and culture strategies across the North America market and Global Functions, ensuring alignment between business objectives, organizational culture, and both global and local talent priorities. This role serves as a strategic advisor to the HR Business Partners and business leaders and leads the execution of HR core processes including performance management, people planning and employee engagement. This role will also lead deployment of leadership development, capability and organizational effectiveness initiatives.
Key Responsibilities
Strategic Talent & Culture Leadership
- Partner with market and global leadership teams to develop and execute talent and culture strategies that support business growth and organizational priorities.
- Act as a trusted advisor and consultant to senior leaders on workforce planning, organizational design, leadership effectiveness, team dynamics, and change management.
- Champion company values and foster a culture of accountability, inclusion, collaboration, innovation, and continuous improvement.
- Lead culture transformation initiatives and organizational effectiveness programs to strengthen employee experience and business performance.
Performance Management
- Lead the annual performance management process across the North America market and Global Functions.
- Partner with HR Business Partners to ensure effective performance calibration, talent differentiation, and consistent application of performance standards.
- Provide coaching and guidance to HR Business Partners and business leaders on individual development plans.
- Analyze performance data and trends to identify opportunities for increased organizational effectiveness.
People Planning
- Support market HRBP to lead market and function talent review processes to identify high-potential talent, critical capability gaps, and development opportunities.
- Partner with leaders to develop talent pipelines and readiness plans for future organizational needs.
- Monitor talent risks and implement proactive retention and development strategies.
- Ensure robust talent assessment methodologies are applied consistently across the market.
Leadership Development & Talent Management
- Implement leadership development strategies and programs to strengthen leadership capability.
- Partner with business leaders to create individualized development plans for high-potential employees and emerging leaders.
- Support career development, internal mobility, and workforce capability-building initiatives.
- Drive learning and development priorities aligned with business strategy and future workforce needs.
- Contribute to the creation of and lead deployment of programs to strengthen functional capabilities.
Employee Voice, Engagement & Culture
- Lead the market employee listening strategy, including employee engagement and employee voice surveys.
- Manage survey planning, administration, analysis, and reporting processes.
- Translate survey insights into actionable recommendations and support leaders in developing targeted action plans.
- Monitor engagement trends and organizational health metrics to identify opportunities for improvement.
- Serve as the primary consultant to leaders on culture-building initiatives and engagement strategies.
Organizational Effectiveness & Change Management
- Lead organizational effectiveness initiatives that improve team performance, leadership capability, and employee experience.
- Support HR and the business in managing organizational change, restructures, and transformation efforts.
- Support workforce planning and organizational design activities to ensure alignment with strategic priorities.
- Drive adoption of change management methodologies and best practices.
HR Analytics & Insights
- Leverage people analytics to identify trends, risks, and opportunities related to talent, engagement, performance, and retention.
- Develop and present executive-level insights and recommendations to leadership teams.
- Measure effectiveness of talent and culture initiatives through defined metrics and KPIs.
- Utilize data-driven approaches to support strategic workforce decisions.
Qualifications
- Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related field; Master's degree preferred.
- 10+ years of progressive HR leadership experience with experience in both Talent Management and as a HR Business Partner preferred.
- Proven expertise in performance management, people planning, leadership development, and employee engagement.
- Experience leading employee voice surveys and translating engagement insights into measurable organizational improvements.
- Strong consulting, coaching, and influencing skills with the ability to partner effectively with senior leaders.
- Deep understanding of European employment practices and labor regulations across multiple countries.
- Demonstrated success leading organizational change and culture transformation initiatives.
- Strong analytical and problem-solving skills with experience leveraging HR metrics and people analytics.
- Excellent communication, facilitation, and stakeholder management capabilities.
Key Competencies
- Strategic Thinking
- Executive Presence
- Talent Management Expertise
- Organizational Effectiveness
- Leadership Coaching
- Change Leadership
- Employee Experience & Engagement
- Data-Driven Decision Making
- Stakeholder Influence
- Cultural Intelligence
- Collaboration & Partnership
- Business Acumen
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Numbers & Facts
| Location | Coppell, TX |
| Industry | Transportation and Warehousing |
| Company Size | 10,000 employees or more |
| Year Founded | 1859 |
| Website | https://www.brinks.com/en/ |
About Company
Your future is here today.
At Brink's, we provide a supportive and challenging work environment, diverse job opportunities and the chance to make a difference. We invest in you, develop your talents and help you maximize your potential. If you're ready to play a vital role in a growing, Fortune 1000® company recognized for service excellence, you've come to the right place.
Who We Are
As a world leading provider of secure transportation and cash management services, Brink's has been transporting cash and valuables since 1859. We are a full-service provider of secure logistics solutions utilizing our advanced technology, equipment and communications systems to provide end-to-end cash management.
Brink's, Incorporated specializes in worldwide security transportation and cash logistics as one of two core businesses of The Brink's Company (NYSE: BCO), a global leader in security services. Brink's U.S., a division of Brink's, Incorporated, is the largest provider of armored transportation services in the United States, encompassing 9,361 U.S. Employees, 150 vaults, 250 branches and 2,333 armored vehicles.
Brink's Company Culture
At Brink's, teamwork is not just a concept; it's our way of doing business. We rely on each other to achieve our common goals and together, we celebrate our accomplishments. We're united in our efforts to advance Brink's market leadership and to cultivate the values for which Brink's is known.
Why Brink's?
We're different.
The Brink's difference is simple. At Brink's we constantly invest in new technologies and industry alliances that redefine the way we do business. Brink's continually develops stringent performance measures to promote constant improvement and unwavering commitment to excellence. Our integrity is second to none.
Our People
At Brink's, we believe our people are the difference. As a leading service organization, we demand a lot from our employees - integrity, dedication, and an unwavering commitment to service excellence.
In return, we're committed to recognizing and rewarding outstanding performance, and to fostering the success for our employees and our organization through career advancement opportunities, life-long learning programs, and a diverse culture worldwide.
Our Commitment to Diversity
Brink's fosters and sustains a culture in which employees feel welcomed and valued for their individual differences. We are committed to attracting and retaining a workforce representative of our audiences, and we nurture a culture of inclusiveness through our vision, our business strategies, our corporate behavior and our relationships with customers, suppliers, employees, shareholders and our communities.
Our Heritage
Brink's has grown from its humble beginnings in 1859 as a cartage business on the streets of Chicago to one of the world's leading companies. We leverage our resources and industry advances to maintain our status as a pioneer of innovation. Brink's provides secure logistics solutions to banks, retailers and other commercial enterprises through our network and advanced technologies.
Our Benefits
Brink's is committed to providing a compensation package that includes base compensation, variable compensation and benefits. We are proud of our comprehensive compensation program and review it regularly to ensure it reflects the diverse and changing needs of our employees. Designed to help employees make the most of their experience with Brink's, we offer a progressive benefits program.
Our Success
Our progressive culture and dedicated and determined team lead to our continuous success as a worldwide secure logistics and cash management organization. Learn more about employment opportunities at Brink's by visiting brinksinc.com/careers. Brink's is an Affirmative Action and Equal Opportunity Employer M/F/D/V.
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