Director Talent Development & Strategy

**PRIMARY ROLE OR FUNCTION:** The Director, Talent Development & Strategy will serve as a strategic and operational leader responsible for advancing WME’s **assistant-to-agent development ecosystem** across the agency, including Music and all core business verticals. This role will drive the design, integration, and execution of early-career development programs, ensuring a cohesive and scalable approach to onboarding, training, performance management, and career progression. The Director will play a critical role in shaping the **next generation of WME agents** by aligning development initiatives with broader business, talent, and operational priorities. Working cross-functionally with HR, Business Operations, Recruitment, Inclusion, and senior leadership, this role will help define and implement a **best-in-class agent development infrastructure** that supports both individual growth and long-term business success. **RESPONSIBILITIES:** **Agent Development Strategy & Program Leadership** * Lead the design and execution of a comprehensive agent development strategy across all business areas, including Music. * Oversee and evolve core development programs, including: * Assistant onboarding and training * Farmhouse and Trainee program integration * Early-career agent development initiatives * Ensure programming aligns with agency priorities, performance expectations, and long-term talent strategy. * Identify gaps in development offerings and implement scalable, high-impact solutions. **Performance Management Design & Execution** * Lead the build-out, standardization, and execution of performance management frameworks in partnership with HR and Business Operations. * Define and operationalize: * Clear performance expectations and success metrics * Feedback cadence and evaluation processes * Documentation and escalation pathways (e.g., coaching plans, performance improvement processes) * Ensure alignment across departments on performance standards, accountability, and evaluation consistency. * Partner with HRBPs and leadership to support managers in delivering effective, actionable feedback. * Integrate performance management into broader development programming to ensure a clear link between performance, progression, and promotion readiness. * Build out and utilize the Workday platform to administer performance management processes, including goal setting, review cycles, and performance documentation, ensuring consistency and data integrity across the organization. **Cross-Functional Sprints Leadership & Execution** --------------------------------------------------- * Serve as a key leader within the **HR / Inclusion / Operations Sprints initiative**, partnering across HRBPs, Business Operations, Recruitment, Inclusion, and development teams. * Drive progress across critical workstreams, including: * Performance management frameworks for early-career agents * Standardized training curriculum (assistant through agent levels) * Career progression pathways and promotion criteria * Onboarding and orientation optimization * Translate sprint outputs into **practical, scalable tools and programming** implemented across the agency. * Ensure alignment across stakeholders and maintain momentum on cross-functional initiatives. **Onboarding & Orientation Strategy** ------------------------------------- * Oversee the **agency-wide onboarding and orientation experience** for assistants and agents. * Partner closely with HR and on-the-ground team members to ensure: * Consistency across departments * Strong in-person and virtual delivery * Alignment with WME culture and expectations * Continuously refine onboarding experiences using feedback, data, and evolving business needs. **Program Integration & Pipeline Alignment** -------------------------------------------- * Ensure alignment across all early-career programs, including: * Assistant training * Trainee Program * Farmhouse * Additional development initiatives * Create a **connected and clearly defined development journey** from entry-level roles through early agent years. * Partner with leadership to ensure programs are integrated into broader talent and business strategies. **Stakeholder Management & Agency Collaboration** ------------------------------------------------- * Act as a central point of coordination across: * Human Resources * Business Operations * Recruitment * Inclusion * Department and office leadership * Build strong relationships across all offices (Los Angeles, New York, Nashville, London) to ensure consistency and adoption of programming. * Present updates, insights, and recommendations to senior leadership. **ACCOUNTABILITY & EXPECTATIONS:**        ·  Demonstrate ownership over agency-wide agent development initiatives and outcomes.        ·  Drive alignment across multiple stakeholders and departments.        ·  Deliver high-quality programming that supports both employee development and business performance.        ·  Maintain consistency, scalability, and operational excellence across all programs.        ·  Serve as a trusted partner to HR and senior leadership in shaping talent strategy. **ESSENTIAL JOB KNOWLEDGE, EXPERIENCE, & CHARACTERISTICS:** **Professional Knowledge & Experience** * 5–7+ years of experience in talent development, organizational development, or related fields. * Must have previous experience using Workday as an HRIS * Experience building out and utilizing the Workday platform to support performance management processes. * Experience designing and leading scalable development programs in a complex, fast-paced organization. * Strong understanding of early-career pipelines, performance management, and career progression frameworks. * Experience working cross-functionally with HR, Operations, and business leadership. * Entertainment, media, or agency experience is strongly preferred. **Skills & Capabilities** * Strategic thinker with the ability to translate vision into execution. * Exceptional stakeholder management and influence skills. * Strong program design, facilitation, and curriculum development capabilities. * Ability to operate both **strategically and tactically**. * Excellent communication, presentation, and organizational skills. * Data-informed mindset with strong analytical capabilities. **Personal Characteristics** * Collaborative and highly relationship-oriented. * Proactive, solutions-driven, and adaptable. * High level of professionalism, discretion, and accountability. * Passionate about developing talent and building high-performing teams. * Comfortable navigating ambiguity and driving change across a complex organization. _Per local requirements and in the interest of transparency, the rate shown below reflects the prevalent current hiring range for this position. Hiring pay rates are based on a number of factors, including location and may vary depending on job-related qualifications, knowledge, skills and experience. The company strives to provide locally competitive rewards packages, which include base rate along with, as applicable, short- and long-term incentives, growth and developmental opportunities, and robust benefits, such as health care, retirement, vacation and other paid time off, and additional offerings._ _Hiring Rate Minimum:_ $105,000 annually (minimum will not fall below the applicable state/local minimum salary thresholds) _Hiring Rate Maximum:_ $140,000 annually WME is an equal opportunity employer and encourages applications from qualified and eligible candidates regardless of sex, race, disability, age, sexual orientation, or religion or belief.