Vice President Talent, Development & Inclusion (TD&I)

The RoleReporting to Chief Human Resources Officer (Designate) for the HDD Business, the VP Talent, Development and Inclusion Officer will lead the design and implementation of innovative and transformational talent management, learning & development and inclusion strategies, programs and tools for the global, 40,000 person organization.Core responsibilities will include:Overall Function and Talent Specific Deliverables:Establish a high-performance Talent, Development and Inclusion function to meet Western Digital’s current and future business needsPartner closely with internal and external stakeholders to ensure the TD&I strategy enables us to effectively attract, develop, engage and retain talent, and drives alignment to the company’s mission, vision, and valuesBuild and refine a talent management strategy, architecture and roadmap – including but not limited to a succession planning framework, talent development architecture, L&D curriculum, and workforce planning structure. Certain tools and frameworks will be deployed by the TD&I team and others will require you to partner with the HRBPs and Leader Support team for an effective delivery and client engagement.Optimize organizational performance by creating and implementing programs that strengthen the knowledge, skills and abilities of our team members. Provide the tools and resources to ensure that they are successful in their current roles, prepare them for their future roles and ensure that we are ready to meet the challenges of our evolving workforceCreate development pathways that support internal mobility and succession planning. Ensure annual senior succession plans prepared for the Board of DirectorsPartner with Total Rewards team to drive organization-wide quarterly performance management process, including goal setting and team member feedback sessionsWork closely with HR Business partners and other key stakeholders to co-design talent programs and processes that are clearly defined, understood, and adopted. Ensure appropriate HR (and business) education prior to the launch of new initiatives.L&D Specific Deliverables:Implement learning programs using various modalities such as workshops, online courses, seminars, coaching and mentoring.Design and implement company-wide L&D programs as a comprehensive learning ecosystem, aligned with company goals and employee development needs. Partner with individuals from Operations and Engineering functions to understand the Tech Academy and the technical leadership framework, and ensure linkage to company-wide leadership learning models. Additionally, partner with leaders from the Operations/manufacturing teams to determine specific HR-related learning and development needs for the Direct Labor population, with effective cross-organizational delivery.Partner with Talent Acquisition team to design onboarding and cultural orientation programs that effectively communicate our values and heritageEstablish measurable goals and KPIs to track the effectiveness and impact of the L&D programsLeverage capabilities of LMS, AI and other technologies to optimize program deliveryDE&I:Partner across HR and with senior leaders on an organization-wide DE&I strategy, with tailored objectives to truly drive a more inclusive workforceEmbed DE&I principles and leading practices across all talent programsLead efforts for employee resource groups, to ensure strong executive and employee involvement and associated impactPartner with TA and other functions to ensure DE&I objectives have meaningful focus and outcomesManage outside vendors and consultants that support key initiativesCandidate ProfileThe following will be vital components of experience for the successful candidate:Independent critical thinker and contributory member of the HR Leadership TeamHigh strategic orientation and business acumen; well-developed team building, coaching, and influencing skillsIn-depth understanding of, and experience with the skills and core competencies across talent & inclusion, including engagement, development, performance management, succession planning, and organizational design.Experience engaging, developing and motivating a talent management team to be high performing and a valuable partner to the rest of the HR function and the business.Skilled in design thinking and iterative ways of workingDemonstrated success building enterprise-wide learning programs that drive cultural transformationStrong understanding of adult learning principles and emerging L&D technologiesExcellent facilitation skills with ability to engage audiences from front-line to executive levelProven track-record of building and sustaining excellent relationships at multiple levels in the workplace and with various external constituencies.