Bloomingdale's
Overview
Director, Talent Performance at Bloomingdale's. This role leads the management, creation and modernization of key life-cycle strategies to build high performing teams, and to advance our talent and performance culture through talent reviews, succession planning, employee listening, and skills and competencies across the organization. Responsibilities
Design, implement, and continuously modernize the talent management approach aligned to business strategy, culture, and values. Lead the annual talent review and succession planning processes, identify critical roles, assess bench strength, and drive readiness plans for future leadership needs. Develop and manage regular talent reviews and development action planning with the executive committee and functional teams to actualize long-term talent strategies. Partner with HRBPs and leaders to translate business priorities into talent strategies that build capability, improve performance, and strengthen leadership pipelines. Collaborate with Macy’s to ensure alignment with enterprise strategies, HR systems, timelines and outcomes. Conduct in-depth data analytics with HRBPs to identify themes, opportunities, and gaps in talent development and leadership pipelines. Create succession strategies with executives to mitigate talent risks and foster accountability among people leaders. Employee Listening & Engagement
Design and develop the enterprise colleague end-to-end listening strategy, including annual surveys, pulse checks, and focus groups, translating insights into clear business actions. Manage the annual pulse survey: communication strategy, response rate, action planning, leader accountability, and company-wide follow-up. Provide data-driven analysis and recommendations on colleague engagement, retention, and organizational health trends. Partner with HRBPs and leaders to design targeted engagement and culture-building initiatives. Skills & Competencies
Build and maintain an enterprise-wide skills and competency framework that drives business performance and informs learning and development. Integrate skills frameworks into talent reviews, succession planning, learning, and performance discussions in collaboration with Talent Development, HR tech, HRBPs and leaders. Enable leaders to use skills data to inform hiring, promotion, and development decisions. General
Education/Experience: Bachelor's degree or equivalent with 9-11 years in talent management, development, or HR strategy. Proven experience leading enterprise-wide talent management practices including talent reviews, succession planning, skills assessment, and employee listening. Strong analytical skills to diagnose problems, interpret data, derive insights, and establish accountability frameworks with leaders. Expertise in program and change management and executive communication. Strong business acumen and ability to connect talent practices to organizational goals. Experience embedding diversity, equity, and inclusion into performance and talent processes. Ability to partner with Talent COE and HR BPs to manage stakeholders and implement talent solutions that align with the organization’s strategies. Typical Competencies
Influences and leads peers and stakeholders without formal authority. Growth mindset with a focus on personal and team development. Builds trust through partnerships, understanding needs, and clear communication. Drives excellence with high standards, feedback, and proactive problem solving. Active listening and inclusive leadership that values diverse perspectives. Creative thinking and ability to drive innovation while leveraging past learnings. Note: This position may be eligible for performance-based incentives/bonuses. Benefits include 401k, medical/vision/dental/life/disability insurance options, PTO accruals, holidays, and more. Eligibility requirements may apply based on location, job level, classification, and length of employment. Additional benefit details are available at bloomingdalesJOBS.com.
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Director, Talent Performance at Bloomingdale's. This role leads the management, creation and modernization of key life-cycle strategies to build high performing teams, and to advance our talent and performance culture through talent reviews, succession planning, employee listening, and skills and competencies across the organization. Responsibilities
Design, implement, and continuously modernize the talent management approach aligned to business strategy, culture, and values. Lead the annual talent review and succession planning processes, identify critical roles, assess bench strength, and drive readiness plans for future leadership needs. Develop and manage regular talent reviews and development action planning with the executive committee and functional teams to actualize long-term talent strategies. Partner with HRBPs and leaders to translate business priorities into talent strategies that build capability, improve performance, and strengthen leadership pipelines. Collaborate with Macy’s to ensure alignment with enterprise strategies, HR systems, timelines and outcomes. Conduct in-depth data analytics with HRBPs to identify themes, opportunities, and gaps in talent development and leadership pipelines. Create succession strategies with executives to mitigate talent risks and foster accountability among people leaders. Employee Listening & Engagement
Design and develop the enterprise colleague end-to-end listening strategy, including annual surveys, pulse checks, and focus groups, translating insights into clear business actions. Manage the annual pulse survey: communication strategy, response rate, action planning, leader accountability, and company-wide follow-up. Provide data-driven analysis and recommendations on colleague engagement, retention, and organizational health trends. Partner with HRBPs and leaders to design targeted engagement and culture-building initiatives. Skills & Competencies
Build and maintain an enterprise-wide skills and competency framework that drives business performance and informs learning and development. Integrate skills frameworks into talent reviews, succession planning, learning, and performance discussions in collaboration with Talent Development, HR tech, HRBPs and leaders. Enable leaders to use skills data to inform hiring, promotion, and development decisions. General
Education/Experience: Bachelor's degree or equivalent with 9-11 years in talent management, development, or HR strategy. Proven experience leading enterprise-wide talent management practices including talent reviews, succession planning, skills assessment, and employee listening. Strong analytical skills to diagnose problems, interpret data, derive insights, and establish accountability frameworks with leaders. Expertise in program and change management and executive communication. Strong business acumen and ability to connect talent practices to organizational goals. Experience embedding diversity, equity, and inclusion into performance and talent processes. Ability to partner with Talent COE and HR BPs to manage stakeholders and implement talent solutions that align with the organization’s strategies. Typical Competencies
Influences and leads peers and stakeholders without formal authority. Growth mindset with a focus on personal and team development. Builds trust through partnerships, understanding needs, and clear communication. Drives excellence with high standards, feedback, and proactive problem solving. Active listening and inclusive leadership that values diverse perspectives. Creative thinking and ability to drive innovation while leveraging past learnings. Note: This position may be eligible for performance-based incentives/bonuses. Benefits include 401k, medical/vision/dental/life/disability insurance options, PTO accruals, holidays, and more. Eligibility requirements may apply based on location, job level, classification, and length of employment. Additional benefit details are available at bloomingdalesJOBS.com.
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