Position Summary
The Global Head of Talent Management is a senior enterprise leader responsible for designing, governing, and evolving Carlyle’s end-to-end talent and leadership development ecosystem. This role owns the firm’s global talent architecture, ensuring rigorous, merit-based, and data-driven approaches to assessing, developing, promoting, and retaining talent aligned with long-term business strategy.
Partnering closely with the Chief People Officer, Head of HR Business Partnership, and senior leadership, the role sets enterprise standards and frameworks while enabling effective execution through HR Business Partners. The Global Head of Talent Management serves as a trusted advisor to executive leadership and the Board, shaping the firm’s leadership pipeline, succession planning, performance culture, and development capabilities across all levels.
As Carlyle modernizes its HR infrastructure, including the migration to Workday, this role leads the parallel modernization of talent processes, embedding analytics and responsible AI to improve decision quality, consistency, efficiency, and fairness.
Responsibilities
Enterprise Talent Strategy & Governance
- Define and evolve Carlyle’s global talent strategy in partnership with the Chief People Officer and HR leadership.
- Serve as a senior advisor to leadership and governance forums on talent strategy, leadership risk, succession, and organizational capability.
- Establish and steward enterprise wide standards, frameworks, and methodologies to ensure rigor, consistency, transparency, and fairness.
- Leverage data, analytics, and AI to elevate talent decisions and reduce bias.
Talent Assessment, Calibration & Succession
- Own the Carlyle Career Framework, underpinning all assessment, calibration, promotion, succession, and mobility decisions.
- Govern enterprise talent assessment, calibration, and succession planning frameworks and methodologies.
- Define evaluation tools and criteria for performance, potential, readiness, and risk, integrating AI-enabled insights.
- Partner with HR Business Partners to ensure consistent execution aligned with enterprise standards.
- Lead Executive Suite and critical role succession planning in partnership with the Chief People Officer, including Board level engagement.
Enterprise Promotion & Mobility
- Own Carlyle’s end-to-end enterprise promotion philosophy, governance, standards, and annual promotion cycle.
- Serve as the single point of accountability for promotion decisions globally, from early career through senior leadership.
- Partner with Partner and Managing Director Promotion Committees to drive disciplined, high-quality decision-making.
- Oversee enterprise mobility outcomes resulting from promotion decisions, ensuring equitable opportunity and role clarity.
Leadership Assessment & Development
- Own and evolve the Carlyle Leadership Framework and all level based leadership development programming.
- Design and oversee scalable, high-quality leadership development offerings aligned with Cultural Values and strategy.
- Govern the Executive 360 Review process and integrate insights into development and succession planning.
- Source and manage a global network of executive coaches with clear standards, governance, and ROI expectations.
Culture, Organizational Effectiveness & Special Initiatives
- Lead enterprise efforts to reinforce and embed Carlyle’s Cultural Values across leadership and talent processes.
- Diagnose organizational capability gaps and design targeted interventions to support growth and performance.
- Support high impact enterprise initiatives, including executive offsites, major transitions, and operating model changes.
- Act as a trusted thought partner to senior leaders on complex talent and organizational challenges.
Talent Process Modernization, Technology & AI
- Partner with HR Operations and Technology to modernize talent processes alongside the Workday implementation.
- Redesign and optimize assessment, promotion, succession, and development processes to align with best practices.
- Embed AI across talent processes to surface insights, identify risks, and support forward-looking decisions.
- Ensure talent data is high-quality, accessible, and actionable globally.
Stakeholder Engagement & Change Leadership
- Build strong partnerships with executive leadership, HR Business Partners, and governance committees.
- Communicate clearly on talent strategy, risks, and outcomes to senior stakeholders.
- Support the Chief People Officer in preparing talent materials for the CEO and Board.
- Lead enterprise change management for talent transformation, including communication, training, and leader enablement.
Talent Team Leadership
- Lead, mentor, and develop the global Talent team.
- Set clear priorities aligned with enterprise strategy and foster a high-performance, collaborative culture.
- Build team capability in analytics, AI-enabled tools, and modern talent practices.
Requirements
Education
- Bachelor’s degree required; advanced degree strongly preferred.
- Professional certifications in assessment, coaching, or leadership development a plus.
Experience
- 15+ years in global organizations with best in class talent practices.
- Senior enterprise talent leadership experience covering assessment, promotion, succession, and leadership development.
- Experience partnering with C-suite leaders and Boards on talent and succession.
- Track record leading largescale talent transformation and HR technology implementations (e.g., Workday).
- Demonstrated ability to embed analytics and AI into talent decision-making.
- Experience leading high-performing, globally distributed teams.
- Financial services, asset management, or similarly complex environments strongly preferred.
Capabilities
- Deep expertise in enterprise talent architecture and leadership development.
- Strong executive presence and influencing skills.
- Strategic, data-driven, and systems-oriented mindset.
- Proven change leadership and sound judgment.
- Global perspective with ability to balance consistency and local relevance.
Benefits/Compensation
The compensation package includes a competitive base salary, a short-term bonus, equity, benefits, and relocation assistance if needed.
The compensation range for this role is specific to New York, NY, and takes into account a wide range of factors including but not limited to the skill sets required/preferred; prior experience and training; licenses and/or certifications.
The anticipated base salary range for this role is $250,000 to $300,000.
In addition to the base salary the hired professional will enjoy a comprehensive benefits package spanning retirement benefits, health insurance, life insurance and disability, paid time off, paid holidays, family planning benefits and various wellness programs. Additionally, the hired professional may also be eligible to participate in an annual discretionary incentive program, the award of which will be dependent on various factors, including, without limitation, individual and organizational performance.
Due to the high volume of candidates, please be advised that only candidates selected to interview will be contacted by Carlyle.
