Talent Management Director

OpenGov is the leader in AI and ERP solutions for local and state governments in the U.S. More than 2,000 cities, counties, state agencies, school districts, and special districts rely on the OpenGov Public Service Platform to operate efficiently, adapt to change, and strengthen the public trust. Category-leading products include enterprise asset management, procurement and contract management, accounting and budgeting, billing and revenue management, permitting and licensing, and transparency and open data. These solutions come together in the OpenGov ERP, allowing public sector organizations to focus on priorities and deliver maximum ROI with every dollar and decision in sync. Learn about OpenGov's mission to power more effective and accountable government and the vision of high-performance government for every community at OpenGov.com.

The Talent Management Director is a strategic, execution-driven leader responsible for designing, operationalizing, and continuously improving enterprise talent programs that attract, develop, and retain top talent. This role owns end-to-end delivery of core talent initiatives-including performance management, succession planning, career development, leadership programs, and engagement mechanisms-ensuring they are scalable, well-communicated, and tightly aligned to organizational priorities.

This leader partners closely with HRBPs, HR COEs, People Operations, and business leaders to ensure programs are effectively planned, launched, adopted, and measured. They bring strong program management discipline, outstanding communication capabilities, and a mindset of continuous improvement grounded in analytics, feedback, and business partnership.

Talent Program Ownership & Execution

• Fully own planning, design, implementation, and continuous improvement of enterprise-wide talent programs (performance management, career development, succession planning, leadership programs, engagement mechanisms, etc.).

• Own the operational rhythm of all talent programs, including planning, launch, reminders, tracking, and escalation.

• Create and manage operational frameworks that enable consistent, scalable program delivery across HR.

• Develop and manage program timelines, work-back schedules, stakeholder engagement plans, rollout calendars, risk mitigation, and change-management efforts.

• Conduct pre-planning and alignment sessions with HR COEs, HRBPs, and People Operations to ensure clear roles, responsibilities, and delivery milestones.

• Partner closely with HR Tech to ensure all systems, workflows, forms, templates, timelines, and program logic are properly configured and tested before launch.

• Lead or support UAT (User Acceptance Testing) for all talent system configurations; validate accuracy, troubleshoot issues, and ensure readiness for company-wide rollout.

• Own issue resolution during program cycles, including troubleshooting, escalation management, and real-time decision-making to ensure successful execution.

• Gather feedback from leaders, employees, HR teams, and post-mortem evaluations to refine processes and improve future cycles.

• Create, maintain, and govern all program documentation - including FAQs, toolkits, guides, facilitator materials, communication plans, templates, and process maps - ensuring accuracy, clarity, and consistency.

• Establish and maintain standard operating procedures (SOPs) for all talent programs to support consistent execution across cycles and HR teams.

Stakeholder Partnership & Cross-Functional Leadership

• Know when and how to bring in key stakeholders-including HRBPs, People Operations, Compensation, and senior business leaders-to ensure alignment, adoption, and successful execution.

• Partner with HRBPs on program delivery, calibrations, leader engagement, and ongoing coaching for their business units.

• Provide clear, timely updates to HR leadership and cross-functional partners on progress, risks, and outcomes.

Program Rollouts, Change Management & Communications

• Build all communications related to talent programs across the company, including Slack announcements, email campaigns, intranet updates, and manager toolkits.

• Tailor messaging and materials for different audiences (employees, managers, senior leaders, etc.).

• Drive completion rates for required programs by providing reminders, clarity, tools, and partnership with HRBPs and departmental leaders.

• Own change-management strategy for major program shifts, ensuring clarity, simplicity, and high adoption.

Performance Management

• Oversee the performance management strategy and annual/performance cycles end-to-end.

• Build training for managers and employees on effective goal setting, feedback practices, calibration readiness, and performance expectations.

• Supporting HRBPs and leaders to run effective calibrations through comprehensive materials, actionable analytics, facilitation support, and decision-making tools.

Learning, Leadership & Career Development

• Design and deliver development programs aligned to organizational needs, including leadership development, management capability building, and career pathways.

• Partner with HR COEs to integrate learning content into talent processes and ensure alignment with broader development strategies.

• Evaluate program effectiveness through surveys, data, participation metrics, and feedback loops.

• Develop and deliver live training sessions for employees, managers, HRBPs, and leaders to support program understanding and adoption.

• Build asynchronous enablement resources - including videos, walkthroughs, and step-by-step guides - to ensure scalable program education and readiness.

Employee Engagement & Retention Programs

• Own the company-wide employee engagement program, including enterprise-level readouts and voice-of-employee insights.

• Lead the development and management of platforms and processes used to collect and interpret employee feedback.

• Synthesize survey and feedback data into meaningful narratives that inform organizational priorities.

• Manage the action-planning framework and partner with HRBPs and leaders to drive meaningful follow-through.

• Create tools, resources, and course materials that enable leaders to understand engagement results and execute effective action plans.

• Track progress, measure impact, and ensure accountability for improvements across business units.

Data, Analytics & Reporting

• Own program dashboards, KPIs, operational reporting, and health metrics to track program performance and adoption.

• Monitor real-time participation and progress during program cycles and drive corrective actions where needed.

• Pull and analyze program metrics, including participation, completion rates, performance distribution, engagement insights, succession pipelines, and capability trends.

• Provide reporting, dashboards, and insights to HRBPs and leaders, enabling data-driven decision-making within business units.

• Use data to identify gaps, measure program effectiveness, and recommend enhancements.

• 10+ years of experience in talent management, organizational development, or related HR functions.

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field; advanced degree preferred.

• Proven experience designing and implementing talent strategies in a dynamic, fast-paced environment.

• Strong background in performance management, leadership development, and succession planning.

• Demonstrated ability to influence and collaborate with senior leaders and stakeholders.

• Exceptional project management and organizational skills with a focus on execution.

• Strong analytical and problem-solving capabilities, with the ability to use data to inform strategy.

• Certification in talent management or organizational development (e.g., SHRM-SCP, CPTD, or similar).

• Experience working in SaaS or technology-driven organizations.

• Familiarity with talent management software and HRIS systems.

• Knowledge of Radford leveling and compensation frameworks.

Compensation:

Chicago, IL: $210,000 - $220,000

On target ranges above include base plus a portion of variable compensation that is earned based on company and individual performance.

The final compensation will be determined by a number of factors such as qualifications, expertise, and the candidate's geographical location.

A Mission That Matters.

At OpenGov, public service is personal. We are passionate about our mission to power more effective and accountable government. Government that operates efficiently, adapts to change, and strengthens public trust. Some people say this is boring. We think it's the core of our democracy.

Opportunity to Innovate

The next great wave of innovation is unfolding with AI, and it will impact everything-from the way we work to the way governments interact with their residents. Join a trusted team with the passion, technology, and expertise to drive innovation and bring AI to local government. We've touched 2,000 communities so far, and we're just getting started.

A Team of Passionate, Driven People

This isn't your typical 9-to-5 job; we operate in a fast-paced, results-driven environment where impact matters more than simply clocking in and out. Our global team of 800+ employees is united in our commitment to challenge the status quo. OpenGov is headquartered in San Francisco and has offices in Atlanta, Boston, Buenos Aires, Chicago, Dubuque, Plano, and Pune.

A Place to Make Your Mark

We pride ourselves on our performance-based culture, where every employee is encouraged to jump in head-first and take action to help us improve. If you have a great idea, we want to hear it. Excellent performance is recognized and rewarded, and we love to promote from within.

Compensation Range: $210K - $230K