Head, Talent, Learning

Imagine working at the forefront of innovation in fluid-flow technology, with over 1,600 colleagues across the globe, and contributing to a legacy of excellence that spans eight manufacturing facilities on four continents. Armstrong Fluid Technology is more than just a leader in our industry; we are a community of the brightest and most creative minds, driven by a shared mission to engineer the future and safeguard our planet.

This role leads the design, implementation and continuous improvement of Armstrong's global talent, learning and performance agenda. This role will translate business priorities into scalable people-development solutions that strengthen leadership capability, build critical technical and functional skills, improve performance, and create a strong internal talent pipeline. The role will have particular focus on building a more integrated talent ecosystem across performance management, talent reviews, succession, career development, learning academies, leadership development and high-potential development. The successful candidate will operate as both a strategic talent advisor and hands-on program leader, partnering closely with business leaders, HR Business Partners and functional experts across regions.

Key Responsibilities

Talent Management & Succession

Lead Armstrong's global talent management framework, including talent reviews, succession planning, high-potential identification and development.

Establish consistent processes for identifying critical roles, talent risks, successors and development priorities across regions.

Partner with leaders and HRBPs to develop succession plans for critical and leadership positions.

Build talent pipelines for key business and functional capabilities.

Develop and maintain talent dashboards and analytics to identify talent risks, movement, readiness and development trends.

Support the development of career pathways and internal mobility strategies.

Facilitate talent review and calibration discussions with leaders, ensuring consistency, transparency and quality of talent decisions.

Establish and monitor Individual Development Plans (IDPs) for identified talent and leadership populations.

Learning & Capability Development

Develop and execute Armstrong's global learning strategy aligned with business priorities and capability gaps.

Lead the evolution of Armstrong University and its associated functional and leadership academies.

Establish frameworks for technical, functional, leadership and manufacturing/operations capability development.

Partner with subject-matter experts to translate business knowledge into scalable learning solutions.

Establish standards for curriculum design, learning pathways, content lifecycle management and program effectiveness.

Oversee the design and delivery of leadership development programs for people managers and senior leaders.

Develop targeted capability-building interventions for critical populations, including sales, engineering, manufacturing, operations and emerging leaders.

Evaluate learning technologies, external providers and learning platforms to ensure Armstrong has an effective and sustainable learning ecosystem.

Establish measures of learning effectiveness, application and business impact.

Performance Management

Own the global performance management framework and continuously improve the employee and manager experience.

Lead the annual performance management cycle, including goal setting, reviews, calibration and development planning.

Partner with HR and business leaders to strengthen the quality of SMART goals, performance conversations and differentiation.

Design and facilitate manager training on goal setting, performance conversations, feedback, calibration and development.

Analyze performance data to identify trends, capability gaps and opportunities to improve organizational effectiveness.

Ensure performance management is appropriately integrated with talent reviews, succession, development and rewards processes.

Drive continuous improvement of the performance management process, technology and governance.

Leadership Development

Design and implement a global leadership development architecture aligned with Armstrong's leadership expectations and business strategy.

Build development journeys across leadership levels, from first-time managers through senior leaders.

Establish core leadership capabilities and learning experiences that support Armstrong's evolving operating model.

Partner with executives and HRBPs to identify leadership capability priorities.

Develop executive and emerging-leader development initiatives, including coaching, assessment and targeted development interventions wher