Global Talent Management Specialist - Americas

Global Talent Management Specialist - Americas

Why Valvoline Global Operations? At Valvoline Global Operations, we're proud to be The Original Motor Oil, but we've never rested on being first. Founded in 1866, we introduced the world's first branded motor oil, staking our claim as a pioneer in the automotive and industrial solutions industry. Today, as an affiliate of Aramco, one of the world's largest integrated energy and chemicals companies, we are driven by innovation and committed to creating sustainable solutions for a better future. With a global presence, we develop future-ready products and provide best-in-class services for our partners around the world. For us, originality isn't just about where we began; it's about where we're headed and how we'll lead the way. We are originality in motion. Our corporate valuesCare, Integrity, Passion, Unity, and Excellenceare at the heart of everything we do. These values define how we operate, how we treat one another, and how we engage with our partners, customers, and the communities we serve. At Valvoline Global, we are united in our commitment to: Treating everyone with care. Acting with unwavering integrity. Striving for excellence in all endeavors. Delivering on our commitments with passion. Collaborating as one unified team. When you join Valvoline Global, you'll become part of a culture that celebrates creativity, innovation, and excellence. Together, we're shaping the future of automotive and industrial solutions.

This position will be based at our Lexington, Kentucky location. To create greater consistency across locations and opportunities for teams to collaborate in person, beginning in the first half of 2027, the new global standard will be four days per week in the office. In most locations, this will be Monday through Thursday, with Friday remaining optional in the office.

The Global Talent Management Specialist - Americas is responsible for providing subject-matter expertise and delivering Talent Management programs, processes, and solutions across the Americas, including the United States, Canada, Latin America, and South America, as well as U.S.-based corporate functional teams. Working as part of the Global Talent Management Center of Excellence, the role consults with HR Business Partners, business leaders, regional and country HR teams, and Global Talent Management colleagues to implement enterprise talent strategies and strengthen leadership capability, succession readiness, employee development, and organizational effectiveness. The role independently manages defined Talent Management workstreams and projects, analyzes talent and program data, facilitates talent and leadership processes, and recommends improvements based on business requirements and stakeholder insights. Operating within established enterprise frameworks and under the strategic direction of the Sr. Manager, Global Talent Management Americas, the role applies professional judgment and specialized Talent Management expertise to adapt and deliver solutions across a diverse, multi-country environment.

Key Responsibilities Include:

• Talent Management & Business Partnership
• Partner and consult with HR Business Partners, HR teams, and business leaders to understand talent, leadership, and development requirements across assigned organizations.
• Provide Talent Management expertise and consultation on succession planning, talent development, leadership development, talent assessment, and related processes.
• Support implementation of enterprise Talent Management strategies and frameworks across U.S.-based corporate functions and Americas organizations.
• Serve as a key point of contact for defined Talent Management programs and processes, helping stakeholders identify appropriate solutions within established frameworks.
• Build strong relationships across HR and the business to increase awareness, adoption, and effectiveness of Talent Management practices.
• Identify recurring talent or capability themes and provide recommendations to the Sr. Manager, Global Talent Management Americas.
• Talent & Succession Management
• Coordinate and support talent review and succession planning processes across assigned businesses, functions, and geographies.
• Prepare talent review materials, succession information, talent profiles, dashboards, and supporting analysis for HR and business leaders.
• Partner with HR Business Partners to improve the completeness, quality, and consistency of succession and talent information.
• Track succession actions, development commitments, and identified talent risks and provide visibility of progress to appropriate stakeholders.
• Support identification and development of high-potential talent, successors, and other priority talent populations.
• Identify gaps or inconsistencies in talent and succession data and work with stakeholders to improve data quality and process discipline.
• Escalate significant succession or talent risks requiring broader leadership consideration.
• Leadership Development & Talent Development
• Support the design, adaptation, delivery, and continuous improvement of leadership and management development solutions aligned with enterprise Talent Management strategy.
• Facilitate leadership development programs, workshops, team development sessions, leader assimilations, talent forums, and other development experiences.
• Create blended development solutions incorporating virtual, digital, experiential, social, and instructor-led learning approaches.
• Partner with internal subject-matter experts and external providers to develop relevant, engaging, scalable learning experiences.
• Support leaders and HR Business Partners in developing individual development plans for successors, high-potential employees, and other critical talent.
• Coordinate coaching, assessment, mentoring, and other development solutions for assigned populations.
• Apply adult-learning principles and contemporary development practices to improve learner experience and business relevance.
• Organizational Effectiveness & Talent Solutions
• Support organizational effectiveness and leadership capability initiatives based on identified business and workforce needs.
• Gather and analyze stakeholder input, focus-group findings, survey results, talent data, and other information to identify development and organizational themes.
• Recommend Talent Management or development solutions based on identified needs and established enterprise frameworks.
• Support team effectiveness, leadership assimilation, assessment, and other targeted organizational interventions.
• Contribute to change and communication activities supporting adoption of new Talent Management processes, programs, and tools.
• Research external Talent Management, leadership, learning, and workforce trends and recommend relevant practices for consideration.
• Program & Project Management
• Independently manage defined Talent Management projects and workstreams from planning through implementation, evaluation, and closeout.
• Develop project plans, timelines, milestones, stakeholder requirements, communications, and success measures for assigned initiatives.
• Coordinate stakeholders across HR, business functions, countries, and external partners to deliver projects successfully.
• Identify project risks and implementation issues and resolve matters within delegated authority or escalate as appropriate.
• Manage multiple projects and programs concurrently while maintaining quality, timelines, and stakeholder expectations.
• Support broader global or Americas Talent Management initiatives as a project team member, subject-matter expert, or workstream lead.
• Ensure effective deployment and event management of assigned leadership and Talent Management programs.
• Talent Analytics, Measurement & Continuous Improvement
• Collect, analyze, and interpret talent, succession, learning, development, and program data to identify trends and opportunities.
• Develop reports, dashboards, presentations, and insights that provide stakeholders with visibility into Talent Management outcomes.
• Track defined measures including participation, completion, stakeholder feedback, development progress, succession actions, and program effectiveness.
• Evaluate leadership and Talent Management interventions and recommend improvements based on data, participant feedback, business requirements, and observed outcomes.
• Support measurement of the organizational impact and effectiveness of Talent Management investments.
• Maintain accurate Talent Management data and documentation in applicable HR and talent systems.
• Use external research and internal insights to recommend improvements to programs, tools, processes, and stakeholder experiences.
• Vendor, Communication & Program Support
• Coordinate external learning, coaching, assessment, and Talent Management partners supporting assigned programs.
• Monitor vendor delivery against agreed scope, quality, timelines, and stakeholder expectations and escalate performance issues when necessary.
• Contribute to communication and marketing plans that build awareness and participation in Talent Management and leadership development offerings.
• Develop stakeholder communications, participant materials, presentations, toolkits, guides, and supporting resources.
• Ensure Talent Management programs and resources are accessible, professionally delivered, and consistent with Valvoline Global standards.

What You'll Need

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, Learning & Development, or a related discipline required; advanced degree preferred.
• 1-3 years of progressive experience in Talent Management, Leadership Development, Organizational Development, Learning & Development, Human Resources, or related disciplines.
• Demonstrated experience supporting Talent Management, succession planning, leadership development, learning, or organizational development processes.
• Demonstrated ability to independently manage projects and defined programs involving multiple stakeholders.
• Experience facilitating leadership development, team development, talent discussions, workshops, or other group interventions.