Head of Talent and Organizational Development

About the job

Why Mobility Global?
At Mobility Global, our mission is to provide the trusted information that helps billions of people build, sell, and own vehicles with confidence. As we shape the next generation of automotive intelligence through innovation, AI, and industry-leading data, we're creating new opportunities for our customers, our business, and our people.

Join a team singularly focused on transforming the automotive industry. S&P Global Mobility is Mobility Global - the company behind CARFAX, automotiveMastermind, Market Scan, and Polk Automotive Solutions. Our strength comes from our people, and here, the progress you make helps the entire automotive ecosystem move faster and with greater confidence.
-10X Virginia Business Best Places to Work
-9X Washingtonian Great Places to Work
-10X Washington Post Top Workplace
-3X St. Louis Post-Dispatch Best Places to Work

• What You'll Do
• Strategic and Functional Leadership
• Deliverables: Integrated talent-enablement and learning roadmap; annual priorities and budget; organizational capability insights.
• Partner with the Head of Talent Management & Culture to develop and implement the strategy for talent enablement, learning, organizational effectiveness, and culture.
• Translate business and talent priorities into practical organizational capability and development plans.
• Provide insights and recommendations on organizational capability, readiness, leadership development, and culture.
• Develop the annual roadmap and manage approved budgets, resources, vendors, and priorities for assigned programs.
• Build strong partnerships with business leaders, HR Business Partners, Communications, and other stakeholders.
• Talent & Learning Enablement
• Deliverables: Enterprise learning strategy and curriculum; leadership and manager-development programs; career and succession support; learning-technology roadmap.
• Lead the enterprise learning strategy across leadership development, manager effectiveness, employee development, and critical functional or technical capabilities.
• Translate talent reviews, succession priorities, workforce needs, and identified capability gaps into targeted learning and development solutions.
• Design and scale leadership-development and manager-effectiveness programs.
• Support career development, high-potential, succession, and internal-mobility frameworks in partnership with the Head of Talent Management & Culture.
• Equip managers with tools, resources, and learning experiences that help them develop employees and strengthen team capability.
• Partner with Talent Acquisition and HR Business Partners on onboarding, internal mobility, and critical capability needs.
• Establish quality and governance standards for internally developed and externally sourced learning content.
• Oversee the learning-technology roadmap and ensure learning platforms support accessibility, scalability, reporting, and a positive employee experience.
• Provide direction and oversight to the Learning Administrator.
• Organizational Effectiveness & Design
• Deliverables: Organizational-design recommendations; operating-model and capability assessments; organizational interventions
• Lead and support organizational-design work involving structure, spans of control, role clarity, decision rights, workflow, and organizational capability.
• Partner with business leaders and HR Business Partners to assess organizational needs and develop practical recommendations.
• Use business, workforce, talent, and employee data to diagnose organizational issues and identify root causes.
• Design and facilitate interventions that improve organizational clarity, collaboration, accountability, and effectiveness.
• Support operating-model changes, restructurings, and organizational transformations.
• Develop practical tools and frameworks that help leaders assess team and organizational effectiveness.
• Culture & Employee Experience
• Deliverables: Culture and values-activation support; employee-listening insights; recognition and employee-experience initiatives.
• Define and steward the culture strategy, values activation, rituals, recognition.
• Run the employee listening program (engagement surveys, pulse checks, focus groups) and convert insights into action plans owned by business leaders.
• Embed company values and leadership expectations into learning, leadership development, career, and organizational-effectiveness programs.
• Partner with Communications and relevant stakeholders to reinforce an inclusive, high-trust workplace.
• Support recognition, values activation, and employee-experience initiatives.
• Governance, Measurement & Team Leadership
• Deliverables: KPI dashboard for the function; vendor/consultant contracts; a fully staffed, high-performing team.
• Define and track KPIs connecting learning, OD, and culture work to business outcomes engagement, retention, internal mobility, and time-to-productivity.
• Build, lead, and develop the team responsible for learning, organizational effectiveness, and culture.
• Manage vendor and consultant relationships, including selection, contracting, and performance oversight.
• Oversee learning operations and ensure effective administration, coordination, support, and reporting.
• Ensure programs meet company policies and applicable legal and regulatory requirements.
• Establish common tools, templates, frameworks, workflows, and governance standards across Talent programs and processes.
• Identify opportunities to simplify, integrate, automate, or eliminate duplicative Talent processes and tools.
• Partner with Talent leaders, HR Business Partners, HR Operations, and technology teams to improve the employee and manager experience.
• Change Enablement
• Deliverables: Change strategies; stakeholder and adoption plans; manager and employee resources.
• Develop and implement change strategies for major talent initiatives, organizational transformations, restructurings, and operating-model changes.
• Support stakeholder assessment, leadership alignment, communications, manager enablement, and adoption planning.
• Equip leaders and managers with tools and resources to guide employees through change.
• Monitor adoption, identify organizational risks, and recommend adjustments.
• Support the people and organizational elements of integration activities, where applicable.
• What We're Looking For
• Bachelor's degree in Human Resources, Organizational Development, Psychology, Business, or related field required or equivalent relevant experience.; Master's degree preferred
• Ten or more years of progressive experience in learning and development, organizational effectiveness, talent management, leadership development, culture, or employee experience.
• Demonstrated experience designing and scaling enterprise learning, leadership-development, or organizational-development programs in a complex, matrixed organization.
• Experience supporting career development, succession, talent development, or internal-mobility initiatives.
• Track record of supporting significant organizational change, restructuring, or transformation initiatives.
• Experience leading teams, managing vendors, and overseeing complex programs.
• Experience working in a global or multi-site organization preferred.
• Skills & Competencies
• Strong business acumen and the ability to connect talent, learning, and organizational priorities to business outcomes.
• Strong knowledge of adult learning principles, leadership development, manager effectiveness, and organizational-development practices.
• Experience with organizational design, organizational diagnosis, and change enablement.
• Ability to convert strategy into practical programs, tools, and implementation plans.
• Strong analytical capability, with experience using workforce, learning, talent, and employee insights to guide decisions.
• Excellent facilitation, communication, consulting, and stakeholder-management skills.
• Ability to influence senior leaders and work effectively across a matrixed organization.
• Experience with learning, talent, survey, and HR technology platforms.
• Strong project, program, vendor, and budget-management capability.
• Sound judgment when managing sensitive employee, talent, and organizational information.

The anticipated annual base salary range for this position is $190,000 - $260,000. Actual compensation within this range will be determined based on a variety of factors, including geographic location, relevant experience, skills, qualifications, and internal equity considerations.

• What’s In It for You
• Competitive compensation package, including base salary and incentive opportunities where applicable.
• Comprehensive health and wellness benefits for employees and eligible dependents.
• Retirement savings programs, including company matching contributions where available.

Equal Opportunity Employer
Mobility Global is proud to be an Equal Opportunity Employer. We value diverse perspectives and are committed to fostering an inclusive workplace where everyone is respected, supported, and empowered to succeed. We provide reasonable accommodations throughout the hiring process and employment for qualified individuals with disabilities.

Recruitment Fraud Alert
Mobility Global will never ask candidates to pay money at any stage of the hiring process, including for applications, interviews, background checks, training, or equipment. If you receive a suspicious communication or request for payment or personal financial information, please exercise caution and report it immediately.