Organization Overview
The International Trademark Association (INTA) is a global organization dedicated to advancing trademarks and related intellectual property to foster consumer trust, economic growth, and innovation. At INTA, we believe that our internal culture is the foundation upon which we build the Association’s future, through a strong emphasis on fostering effort, commitment, accountability, and quality. The Talent Management Director will contribute to shaping the INTA of tomorrow by nurturing, retaining, and developing the talent and culture that drives our mission forward.
Summary Of Position
Reporting directly to the CEO, the Talent Management Director will play a key role in driving INTA’s talent strategy and culture-building initiatives. This role focuses on fostering a workplace environment where belonging and inclusion thrive, and achieving results, quality, and accountability are the norm. Core accountabilities include helping INTA achieve its strategic priorities through developing and implementing (1) a comprehensive program to attract and retain top talent and (2) a corporate culture program supporting collaborative and efficient operations.
Additionally, the Director will oversee and mentor the Talent Management Generalist, ensuring daily HR operations are performed effectively and align with INTA’s culture, values, and strategic goals.
Key Responsibilities
- Culture Building
- Lead the design and implementation of initiatives that foster a culture of achieving results, commitment, attention to detail, quality, and accountability.
- Organize and facilitate team-building activities, workshops, and training programs to reinforce INTA’s core values in the day-to-day operations.
- Integrate the principles of belonging and inclusion into every aspect of the Association’s culture, ensuring a cohesive and supportive work environment.
- Collaborate with leadership to embed cultural priorities into performance management systems, communication strategies, and employee engagement initiatives.
- Talent Identification & Strategy
- Establish a comprehensive framework for identifying high-potential employees through performance evaluations, feedback systems, and succession planning tools.
- Implement strategies to attract and retain top talent in alignment with INTA’s strategic objectives.
- Develop and manage programs to recognize and reward exceptional contributions, fostering a sense of value and purpose among employees.
- Career Development & Retention
- Craft and implement individualized career development plans for employees, incorporating professional growth opportunities, mentorship programs, and leadership development initiatives.
- Design and execute a tailored retention plan specifically for key personnel, ensuring their engagement, recognition, and alignment with INTA’s mission.
- Create and manage an internal Rising Star Program to identify and nurture future leaders, ensuring the organization remains innovative and forward-looking.
- Provide coaching and career guidance to employees to support their professional aspirations and align them with the Association’s goals.
- Leadership Evaluations & Development
- Design and implement a 360-degree evaluation framework for senior roles to provide comprehensive performance insights and guide leadership development.
- Utilize evaluation feedback to design targeted professional development plans for senior leaders, ensuring their continued growth and effectiveness.
- Promote an environment of continuous improvement by encouraging open communication, self-reflection, and accountability among leadership teams.
- Key Staff Retention
- Collaborate with executive leadership to identify critical roles and develop strategies for retaining key personnel essential to INTA’s success and sustainability.
- Offer tailored benefits, professional growth opportunities, and recognition programs to meet the unique needs of key staff members.
- Conduct regular check-ins with key personnel to proactively address concerns and ensure they feel valued and supported.
- Management & Collaboration
- Supervise and mentor the Talent Management Generalist, ensuring their efforts align with INTA’s talent management strategy.
- Foster collaboration across departments to integrate talent management initiatives seamlessly into the organization’s day-to-day operations.
- Serve as a trusted advisor to the CEO and senior leadership team on all matters related to talent management, organizational culture, and staff development.
- Performance Metrics & Reporting
- Help departments define and track key performance indicators (KPIs) to measure the impact of talent management initiatives, including employee engagement, retention, and career development outcomes.
- Regularly report to the CEO on talent strategies, achievements, and areas for improvement, using data-driven insights to inform decision-making.
- Continuously refine and adapt talent management practices based on organizational needs and feedback.
- Develop, implement, and monitor the department budget, ensuring alignment with organizational goals and providing financial insight to support initiatives and decision-making.
- Analyze alternative benefit plans, rate structures, and upgrades and provide recommendations for changes in collaboration with benefits consultants and client relationship representatives.
- Prepare worksheets for merit increases and bonuses and a presentation for the Compensation and Benefits Committee meeting.
Position Requirements
- Bachelor’s degree and advanced degree in Human Resources or a related field.
- Minimum of 10 years progressively responsible People Operations / Human Resources experience, including dealing with employee benefit plans, People Operations, and Human Resources policies and procedures.
- SPHR or SHRM-SCP and GPHR certifications preferred.
- Experience with a not-for-profit organization, preferably a trade or professional association, is highly desirable.
- Proven experience in talent management, organizational culture building, or similar leadership roles, preferably within international organizations.
- Expertise in employee engagement, career development frameworks, retention strategies, and leadership development.
- Strong leadership, communication, and interpersonal skills with a strategic and results-driven mindset.
- Experience designing and implementing comprehensive evaluation frameworks, such as 360-degree reviews.
- Demonstrated ability to foster belonging and inclusion in multicultural work environments.
- Familiarity with organizational development, HR technology, and succession planning best practices.
- Previous experience developing programs like a Rising Star or Leadership Pipeline initiative.
- Strong knowledge of international, federal, state, and local employment laws.
- Experience in international Human Resources, benefits, and payroll; and experience with Employment Visa processing (H1-B, F1, OPT, etc.) preferred.
- Proven success in building and maintaining positive and productive working relationships with all staffing levels across an organization.
- Strong problem-solving skills with the ability to handle complex organizational situations independently.
- Ability to remain professional, yet approachable, in an informal work environment.
- A positive, enthusiastic attitude coupled with excellent judgment.
- Leadership abilities with a team approach as well as the skills to be a good colleague.
- Proven ability to manage multiple projects simultaneously.
- Occasional travel may be required (less than 20%).
