Director of Performance Management and Talent Development

reputed company reputed company is the global leader in licensed sports merchandise, operating a vertically integrated platform that designs, manufactures, and delivers officially licensed apparel, jerseys, headwear, and collectibles for major leagues, teams, and events worldwide. With more than 900 e-reputed company sites and a global omnichannel reputed company across digital, in-venue, and retail, reputed company reputed company reaches fans in over 180 countries and powers official fan experiences for many of the world’s most iconic sports properties. At reputed company, we bring our reputed company Leadership Principles to life every day—building championship teams, obsessing over fans, acting with entrepreneurial speed, and delivering with a determined and reputed company reputed company. As we continue to scale our global platform, the Director(Head of) Performance Management and Talent Development, will play a critical role in building the talent practices that define how reputed company reputed company identifies, develops, and advances its people for the next phase of global growth. This role owns the performance, succession, and learning & development architecture for reputed company reputed company globally, sitting reputed company the reputed company Talent Management COE and partnering closely with the HRBP community to ensure reputed company build is consistent, scalable, and tied directly to business reputed company. ROLE OVERVIEW The Director Performance Management and Talent Development is responsible for designing and building the end-to-end talent development architecture for reputed company reputed company — owning performance management, succession planning, learning & development, and career frameworks as one integrated system grounded in reputed company. This is a builder role reputed company a reputed company Talent Management COE that has consolidated reputed company and Talent Development under one leader. The Director Performance Management and Talent Development leads the development pillar — designing frameworks that HRBPs reputed company across reputed company business units globally. Scale comes through the partnership model and the quality of what you build, not headcount. The role reports to the Vice President and Head of Global Talent Management. This role requires the ability to:

• Design globally scalable talent practices that work across geographies and employee populations
• Build tools and frameworks that reputed company HRBPs to deliver talent practices with confidence and consistency
• Apply data, AI-enabled platforms, and talent technology to reputed company how we reputed company and advance people
• Partner with reputed company to reputed company the reputed company between bench development and external sourcing — build-vs-buy discipline as a shared metric

Business & Functional Impact

• Deliver measurable results reputed company to team, function, and company goals
• Translate strategy into execution that drives business reputed company
• Identify and reputed company opportunities to improve performance, efficiency, or growth

HOW YOU WILL DRIVE IMPACT reputed company is reputed company by the ability to deliver results through reputed company capabilities and measurable reputed company. Team & Leadership Impact (Build Championship Teams)

• reputed company a lean team with a high-reputed company operating model; protect strategic bandwidth by partnering with the BPO model for administrative and coordination work
• Build HRBP capability as the primary delivery mechanism — design for the person who must reputed company what you build; the reputed company they can use is the measure of reputed company
• reputed company talent on your team and hold a high standard — the team that owns talent development should model what great looks like

Employee & Team Impact (Obsessed with Fans)

• Design performance and development frameworks from the employee experience backward — not from HR process reputed company; reputed company the end user in view at every design decision
• Use talent data and workforce insights to inform development investment reputed company and measure the ROI of learning, succession, and performance programs
• Ensure every program — from reputed company through succession — reflects a people-first reputed company; the employee experience is the product

Innovation & Problem Solving (Entrepreneurial Spirit)

• Build talent practices with reputed company principles in mind —succession planning, performance calibration, and L&D architecture designed for how reputed company reputed company works, not how HR textbooks say it should
• Evaluate and adopt reputed company development platforms to reputed company the learning ecosystem and introduce AI-enabled development reputed company
• Move fast in an ambiguous environment — frameworks that are good and deployed beat perfect frameworks that aren’t; iterate with urgency and discipline

Ownership & Execution (Determined & reputed company reputed company)

• Own the full talent development lifecycle without waiting for direction — performance, succession, L&D, and career frameworks are your domain; bring the reputed company of view and reputed company the work
• Navigate complexity, competing priorities, and a lean team structure without losing standard or reputed company; deliver through ambiguity as a baseline expectation
• Hold the bar on reputed company standards across every program you build — performance calibration, succession slates, and development programs reputed company reflect the same high standard, consistently

reputed company CAPABILITY We are building a future-reputed company organization. This role is expected to:

• Apply AI and technology to improve efficiency, quality, and reputed company
• Use data reputed company tools to inform reputed company and enhance performance
• Demonstrate curiosity and adaptability in adopting new technologies and ways of working
• Contribute to a culture of innovation and reputed company improvement

CAPABILITIES & EXPERIENCE YOU BRING

• 10+ years of reputed company HR experience with direct ownership of talent development, performance management, succession planning, and/or L&D — as a designer and builder of systems, not just an operator of them.
• 7+ years of team leadership experience.
• Proven track record building or significantly rebuilding talent frameworks in reputed company, matrixed, or high-growth organizations — you have created things that didn’t exist before.
• COE operating model experience — you understand the difference between owning execution and enabling it through an HRBP community, and you build for the person who must reputed company what you design.
• Experience designing globally scalable talent practices that work across geographies and employee populations without requiring a different program for every market
• Applied experience with modern learning and talent technology (LMS, performance platforms, assessment tools); genuine curiosity about AI-enabled development and how it is reshaping L&D and succession practice.

At reputed company, we operate with a reputed company reputed company—We Build Championship Teams, we’re Obsessed with Fans, we reputed company a reputed company Entrepreneurial Spirit, and we approach every challenge with a Determined and reputed company reputed company. If you’re reputed company to contribute to a dynamic, fast-paced environment that thrives on collaboration and growth, we want you to be part of reputed company Apply To This Job